- The myth that humans automatically and universally resist change.
- Why 60-80% of large scale change efforts fail.
- Avoiding the “Execution Trap” and the “In Search of Excellence Trap.”
Organizations are built for stability, not for change. But in today’s highly competitive business environment, organizations must be ready to change—and change frequently. They need to replace long-term planning with a succession of short-term advantages. They must increase their “surface area” with the outside world; drive leadership to lower levels in the company; and reward decision makers for change management as well as results.
Lawler and Worley discuss methods for creating strategies, structures, communication processes, and human resource management practices that are designed to facilitate an organization’s ability to change.
Edward Lawler is Distinguished Professor of Business at the Marshall School of Business, University of Southern California, where he is also the founder and director of the Center for Effective Organizations. He is the author of “Treat People Right!” and a leading consultant to major corporations.
Christopher Worley is a research scientist at the Center for Effective Organizations, University of Southern California. Previously, he was the director of the Master of Science in Organizational Development program at Pepperdine University. He is the author of “Integrated Strategic Change.”