Insights

The intuitive answer is tempting. When organizations struggle to keep up with change, we point to people: employees resist, managers slow things down, and human nature stands in the way. After all, most of us do not like change.

I will not claim to be original by saying this: transformation quality is compromised more often than it should be, usually on the altar of cost optimisation. But there is one area where this tension becomes especially visible: the way organisations build stakeholder maps and design change-management engagement plans . The pattern is surprisingly consistent: Leaders are always identified as a “critical stakeholder group” due to their influence and decision power. The organis

One of the fundamental drivers of change is the discomfort with the status quo.Yet, how do we genuinely respond to a BANI environment : brittle, anxious, nonlinear, and incomprehensible? BANI highlights the psychological and emotional consequences of living in a VUCA-shaped reality, a state that should, in essence, unsettle our comfort and move us toward action. But does it truly? We speak about it often. We analyse, conceptualize, interpret. Still, are we as willing to evolv

From the perspective of an active participant in the business transformation market, I observe a clear disparity today: On one side, we have the feverish discussion about AI, linked to competitive pressure through the use of advanced technological solutions and declared AI maturity. On the other, there is the actual willingness and competencies of organizations for systemic implementations. This observation is significant because the AI hype seems to be slowly receding in fav

When Good Intentions Burn Out People In many organizations today the problem isn’t resistance. It’s exhaustion. What we’re really seeing is change fatigue It describes the point at which people are no longer able, cognitively, emotionally or operationally, to absorb yet another wave of change, even if they intellectually agree that change is needed. It’s not that they don’t understand. It’s that they’re running out of capacity. Multiple recent studies show how dramatically th

Today, the word “transformation” comes in every flavor: digital overhaul, culture shift, ESG, AI adoption, workplace redesign. Many organizations invest in carefully crafted strategies, hire top consultants, commit significant budgets—and still, the changes either stall or fade.

Change should energize, not exhaust! Transformation is meant to inspire growth, renew purpose, and drive competitiveness. But too often, it becomes a source of fatigue , cynicism, and silent resistance. The problem isn’t change itself – it’s how we implement it , and who is expected to carry its weight .  1. Why do transformations lead to burnout? Change overload Too many parallel initiatives overwhelm people.Instead of a well-paced transformation, they face chaos. “We haven'