Most companies don’t fail at change - They fail at leading people through it

What’s one thing that I keep remembering from my MBA coursework?

It’s that companies don’t struggle with change itself.
They struggle with managing the chaos they create.

I’m sure we all relate to this to some extent.

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Here’s how it usually goes:

1. Leadership makes sweeping structural changes with no communication.
2. Roles get reassigned, but nobody knows who’s responsible for what.
3. Teams are expected to “just adapt” with zero direction or support.

And then? Shock. Horror. Confusion.

People don’t resist change.
They resist poorly executed, directionless, no-context change.

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If you’re going to shake up the org, you better have a system

McKinsey’s 7S framework is a brutal reality check.
If your strategy shifts but your leadership style, skills, and shared values don’t align?

Your change initiative is DOA.

And let’s be real—most companies don’t do this.
They change structure and expect everything else to “fall into place.”

Spoiler: It almost never does.

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Leadership without empathy isn’t leadership - It’s mismanagement

Change isn’t just about processes.
It’s about people.

And if leadership fails to bring clarity, communication, and support?
They don’t get compliance - they get:

• Quiet quitting
• Disengagement
• Mass exodus

The real challenge isn’t change - it’s leading people through it the right way.