Change is inevitable. Change is imperative. Change is permanent. Change is imminent. These are every day echoes. Companies talk about how change is the key driver of growth. Managers make plans to develop teams that embrace change.

Leaders develop strategies for disrupting industries to become change leaders. With so much being said and done in this area, why do we see very few companies succeeding in creating change receptive cultures? With so many change programmes, why do 70 percent of change initiatives fail? With more examples of failure of companies related to failing to change, it would seem logical that change receptivity would have increased.

Surprisingly, no. On the contrary, it has actually decreased. According to Gartner study in 2016, 74 percent of employees were willing to offer change management support. By 2022, the percentage dropped to just 38 percent, highlighting a significant decline in employee willingness to engage in change management support. This shows high distrust in change management programmes. Meanwhile, the speed of change is increasing. Meanwhile, the scale of change is becoming global. Meanwhile, the need to change is ever more.

There is a serious mismatch between the need to change and the practice........

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