Most change programmes are still built for an organisation that no longer exists.

I want to take you back to 2005. I’ll spare you the full nostalgia trip — though you can choose whether you want Gwen Stefani’s ‘Hollaback Girl’ or Kanye West’s ‘Gold Digger’ to soundtrack this article…

In 2005, the change management playbook looked like this: appoint a sponsor, hire a change manager, do a complicated change assessment, “do comms”, run some training, go live, declare success. Change was something a small, credentialled team delivered to the organisation. Everyone else’s job was to receive it gracefully.

The organisations that will navigate the next decade aren’t the ones with the biggest change teams. They’re the ones that made change everybody’s job — and then invested in the capability and coordination to make that actually work.

Read the full piece at markwinter.com.au → https://www.markwinter.com.au/thoughts/2005playbook

This article connects to Distributed Practice and Leadership.