To succeed at change, your approach has to be appropriate for the kind of change you seek. When the approach does not match what the change demands, you will not succeed.
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As a leader, you expect your people (and yourself) to be very adaptable to change. Change is inevitable, and you want people to embrace it with alacrity. However, as a considerate and astute leader (and human being), you have to be aware of and sensitive to their readiness and capacity for change.
Change is seldom easy. Indeed, it is your experience, and mine, that it can be extremely difficult. And yet, despite the inherent difficulty, sometimes we are able to change, and at other times we aren't.
While all change is ultimately manifested in new behaviours, there are broadly two types of change -
To succeed at change, your approach has to be appropriate for the kind of change you seek. When the approach does not match what the change demands, you will not succeed.
Unless leaders recognize the appropriate depth at which to focus their change effort, they are likely to be frustrated and find themselves unable to lead change effectively.
Is your change focus appropriate for the kind of change you seek?
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