Transformation is a must today – but many approach it with an outdated mindset. Digital disruption, sustainability, global upheavals: companies plunge into ambitious projects. But studies show: More than two-thirds of all transformations fail.
Why?
Through years of working with companies, we’ve observed that leaders often fall for a dangerous misconception: They believe people will change through new structures and processes.
Is it all a big illusion? New processes = new behavior?
The traditional path companies take usually looks like this:
- Analyze the problems
- Envision the future
- Restructure processes, systems, and roles
- And then? Expect people to simply adapt
The reality: When results don’t follow, companies react in exactly the wrong way: They tighten the process screws, write thicker manuals, double down on training – and increase the pressure.
This is the moment the Systematic Trap snaps shut. Instead of enabling change, companies unknowingly cement resistance.
This is the real reason your people resist and reject transformation.
Change creates uncertainty. And uncertainty triggers something in people far more powerful than any new process description:
We call it Emotional Resistance.
Employees enter:
- Panic zones: Overwhelm, flight reflexes
- Defensive zones: Shadow solutions, sabotage
Without targeted leadership, transformation inevitably tips into resistance from this point on.
So what can we learn? What do successful companies do differently?
Systems change nothing – but people change systems.
Anyone who truly wants transformation must reverse the order:
- First, strengthen leadership and understand emotional dynamics
- Then adapt processes, structures, and systems
- Always develop strategy and culture together
Conclusion: Transformation is not an organizational chart redesign – it is a leadership task.
Bottom line: If you want transformation, you must first transform yourself.
The age of planners and process managers is over. The future belongs to those who understand transformation as a living system – and less in a Process management software .
If you still believe that change is just a matter of process quality, you will lose most probably your best people tomorrow.
If you are ready to seriously take on this paradigm shift: Now is the time.