Organisations also change slowly. Structures can be redrawn in a week, but the habits, loyalties and tacit cultural understandings that sustain a system take years to realign. Yet leadership attention is often consumed by the short term.

Change leadership remains unfinished until it clearly explains the cause and the consequences. Only then can the organisation understand what has occurred and why.

Leaders must resist the managerial urge to control and instead foster the narrative of connection. Change, after all, is not something one “drives.”

On the cost, tme, and memory of transformation in organisational life