Mirror, Mirror on the Wall, Why Won’t My Company Change at All?
Having spent the better part of the last 30 years as the “lead vocalist for change,” I’ve jammed with more businesses than a band touring their new album. From “ivory towers on fire” (metaphorically… mostly) to teams stuck in the “we’ve always done it this way” loop, I’ve made a career out of shaking things up—strategically, of course.
Living “on the road”, I’ve seen my fair share of “interesting situations” (read: chaos disguised as culture), but honestly, I wouldn’t have it any other way.
Change isn’t scary when it’s what you do for fun #cheekygrin
Here’s my take on why organisations fear change and when it’s time to stop pretending everything’s okey dokey!
1. The Fear of the Unknown
Organisations love stability. Predictable schedules, familiar chaos, and that comforting sense that next quarter will be exactly like the last one (but with slightly more emails). Then change comes along — loud, unpredictable, and full of new jargon like “agility” and “digital transformation.” Naturally, panic sets in. Humans fear uncertainty, and organisations are just large groups of humans in matching track suits.
2. Common Symptoms of Change Anxiety
When fear creeps in, it’s surprisingly easy to spot — even without a psychology degree:
Resistance to new ideas: The unofficial company motto becomes, “That’ll never work here.”
Endless analysis: Committees form sub committees to form focus groups. Spreadsheets multiply. Decisions? Delayed until further notice. Meetings about meetings and more meetings about meetings.
Morale flatlines: Team spirit evaporates: Replaced entirely by eye rolls.
Micromanagement: Trust issues confirmed: Boss tracking toilet paper usage.
Communication chaos: Clarity vanishes: Gossip promoted to primary information source.
3. What’s Really Holding Everyone Back
It’s not technology. It’s not process. It’s culture — and occasionally, the leaders steering the ship. Risk-averse cultures treat mistakes like crimes, and leadership teams can confuse “consistency” with “stubbornness.” The result? A perfectly smooth ride… straight toward irrelevance.
4. When Change Is No Longer Optional
There’s a fine line between stability and stagnation. You’ve crossed it when:
Sales meetings sound like therapy sessions.
Customers have ghosted you — and are now dating your competitors.
“Innovation” means rearranging the office furniture.
Employee turnover starts to resemble a revolving door.
At that point, not changing isn’t being safe — it’s being slowly doomed, but politely.
5. Making Peace with Change
Change doesn’t have to feel like a horror movie. It’s more like tuning an instrument — a little off-key at first, but worth it once everything starts to harmonise. The secret is transparency, inclusion, and humour. When leaders admit, “We don’t have all the answers, but we’re figuring it out together,” people lean in instead of checking out.
Here’s the skinny: organisations don’t fear change. They fear being changed. Once you give people a voice, even the most stubborn teams can surprise you — and sometimes even enjoy the ride!
Comments welcomed, as always!
MC
