Protagonist #1. Senior Leadership Team: Change Management Charade®
- Peter F Gallagher
- Aug 18
- 3 min read
Change Management Charade® - Leadership of Change® Volume 8
A leadership team that is not proactive in their change delegates the organisation’s future. They focus on what will be the past, not sharing critical resources or decision-making platforms, while giving the absurd pretence of change.
Protagonist #1. Senior Leadership Team
Change management is a critical endeavour in today’s rapidly evolving business landscape, where adaptability and responsiveness, including the effective implementation of evolving technology and AI, are key to organisational survival and competitiveness. The leadership team in an organisation plays a crucial role in guiding and steering the overall direction and success of the company. However, even the most well-intentioned change initiatives can falter when the senior leadership team exhibits a phenomenon known as organisational leadership strategic change inertia (LSCI).
About the Book: The change management charade happens when the senior leadership, the change team, and others are involved in an absurd pretence intended to create a pleasant or respectable appearance of organisational change implementation. The leaders continue to focus on normal day-to-day operations devoid of change leadership responsibilities and are permitted to do so by the change team or consultants, deluding themselves that they can implement successful change while the leaders control critical resources and agenda time.
"Organisational change management implementation where the leaders of the organisation and the change team engage in an absurd pretence. The intention is to create a pleasant or respectable appearance of change, while the reality remains quite different”
Leadership of Change® Volume 8 delves into the twelve key protagonists involved in the pretence of change implementation. The author highlights the important roles the protagonists could play in not only successful organisational change but also in improving society, which is often forgotten. However, some of these protagonists play change lip service, they give hollow speeches to the shiny new initiatives that go nowhere. Others provide simplistic solutions, they may even be motivating, but in reality, they lack the practicality needed to address the massive holistic challenge of organisational change management. Their approach to change is a misdirection of the hard work, effort, discipline, and considerable dedication that are required by an exceptional team supported through wider stakeholder collaboration as well as effective and proactive change leadership.
Find Out More the Leadership of Change®:
Peter consults, speaks, and writes on the Leadership of Change®.
He works exclusively with boards, CEOs, and senior leadership teams to prepare and align them to effectively and proactively lead their organisations through change and transformation.
For insights on navigating organisational change, feel free to reach out at Peter.gallagher@a2B.consulting or schedule a free consultation
Peter F. Gallagher is a leadership guru, change management global thought leader, organisational change authority, international corporate conference speaker, 15X author, and C-level change leadership coach.
Listed #1 by leadersHum Top 40 Change Management Gurus You Should Follow in 2022 (Mar 2022).
Ranked #1 Change Management Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Change Management (2024-2023-2022-2021-2020) by Thinkers360.
Listed #15 in the “Top 30” for Global Gurus Leadership (2024) by Global Gurus.
Ranked #1 Business Strategy Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Business Strategy (2022) by Thinkers360.
Ranked #6 Leadership Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Leadership (April 2024) by Thinkers360.
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