Protagonist #4. Strategy and Management Consultants: Change Management Charade®
- Peter F Gallagher
- Sep 14
- 3 min read
Change Management Charade® - Leadership of Change® Volume 8
Organisational change becomes more challenging when strategy consultants advise capacity-restrained transformation and management consultants remain diplomatic when strong intervention is required and do not develop change capability.
Protagonist #4: Strategy and Management Consultants
Strategy and management consultants serve as invaluable assets, offering external expertise and specialised knowledge that can significantly enhance the client organisation’s change strategies and implementation efforts. The collaborative partnership between the client organisation and these consultants presents a wealth of benefits, including the introduction of innovative change methodologies and the provision of temporary extra resources. They leverage their extensive experience and diverse skill sets to develop and refine change strategies tailored to the unique needs and challenges of the client organisation.
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 (2025-2024-2023-2022-2021-2020) 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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