When I discuss the new change management with potential users, they often raise a familiar set of objections, which I am calling “myths.” These are the beliefs that keep leaders holding on to the old change management and prevent them from moving toward the new change management:
• It will take too long.
• Success requires leaders to completely let go.
• We must keep a firewall between the organization and its stakeholders.
• Productivity will suffer if I involve a lot of people.
• The majority put self-interest before the common good.
• Changes designed by the best and the brightest are costeffective.
Leaders look at the investment of time and money that goes with widening the ...