A recent Harvard Business Review survey of 2,000 managers across various industries revealed that 58% believed businesses must undergo a major transformation every three years to stay competitive. This mindset is outdated. In reality, change should be integrated into daily operations to keep businesses adaptable, agile, and on track.

Consider a ship’s captain: always vigilant, constantly monitoring conditions and course. They rely on a team that can anticipate and address problems quickly, making continuous improvements to products and services along the way. This proactive mindset is key to effective change management.

5  Common Myths of Change

1. People Will Push-Back and Resist Change
If you believe this, you’re setting up a self-fulfilling prophecy. When people feel disrespected or undervalued, they are more likely to pushback and resist change.
 
Behavior: People who feel respected make smart decisions, adapt to new situations, and feel empowered throughout the change process.

2. Leaders Are Responsible For Change
This myth absolves everyone else from responsibility and accountability. Change isn’t just a top-down initiative—it’s a shared responsibility that requires buy-in from everyone in the organization.

Behavior: When everyone understands their role and accountability in the change process, it drives collective ownership and success.

3. Change Is Linear
If you expect change to follow a predictable, step-by-step process, you’re always going to be reactive, not proactive.

Behavior: Change is dynamic, innovative, and inclusive. It requires flexibility and a willingness to adapt as you go.

4. Nothing Works
This defeatist mindset is one of the most damaging beliefs around change. When you believe that nothing works, you stifle creativity and progress. 

Behavior: Instead of accepting failure, ask questions—What could help? What might work? How can we approach this from a new angle?

5. Change Is Difficult
Believing that change is either easy or hard locks you into a rigid mindset that will shape the entire process.

Behavior: How would you like the change process to unfold? How can you design it to flow smoothly? Ask your team how they would approach the change. Their input is key to successful transformation.

Most leaders understand that change requires a different approach. I recommend aligning change with your organization’s purpose, social mission, and focus on building people’s capabilities. Present change as an opportunity—whether it’s a project or initiative—and involve people in co-creating the process.

The real challenge lies in knowing how to drive change. This is where many leaders fall short. If you need help navigating change or transformation, feel free to reach out—I’d be happy to discuss how we can approach it together. 

Contact me for more info: sbc@strategicbusinesscoach.com.au