Change. It’s constant, relentless, and at an ever-increasing pace. If you’re wondering why your team is struggling to keep up — and why your current change management efforts seem to fall flat — you’re not alone. The truth is, the old ways of managing change just aren’t working anymore.

The Reality of Change Today

Consider these staggering statistics:

  • 70% of change initiatives fail (McKinsey)

  • 50% of leaders feel unprepared to manage change (DDI)

  • Only 15% of employees believe their organization handles change well (Gartner)

These numbers tell us one thing clearly: traditional change management strategies are broken. The pace of change has accelerated dramatically — Accenture reports a 183% increase in the last four years — and organizations are struggling to keep up.

Why Do Change Efforts Fail?

Understanding the root causes is the first step to breaking the cycle:

  • Change Fatigue: Since 2020, the constant stream of new initiatives, technologies, and processes has left employees exhausted and overwhelmed. Without positive results, motivation wanes.

  • No Compelling “Why”: Change often feels like disruption rather than progress because teams don’t understand the reason behind it. Without a strong, clear why, resistance builds.

  • Change as a Project, Not a Process: Treating change as a one-time event instead of a continuous, evolving process sets teams up for failure. Change is no longer occasional — it’s a constant.

A New Way: ASK FOR CHANGE

Meridith Elliott Powell teaches us that it’s time to flip the script. Instead of waiting for change to happen to you, it’s time to ask for change — to anticipate, embrace, and drive it. This mindset empowers you and your team to lead proactively rather than reactively.

What does it mean to ASK FOR CHANGE?
It means you’re not just managing change — you’re owning it. You seek out shifts in your marketplace, your customers’ needs, your competition, and your industry. You prepare and plan for change, turning it into an opportunity rather than a threat.

How to Start ASKING FOR CHANGE

For Yourself:
Block 30 minutes every week to reflect on emerging trends, customer behavior, and industry shifts. Ask yourself:

  • What opportunities are on the horizon?

  • What threats might impact us?

  • What do we need to act on now?

For Your Team:
During quarterly meetings, dedicate time to put your team in the driver’s seat. Ask them the same questions. Encourage them to identify opportunities and threats and decide which actions the team should take together.

For Your Customers:
Engage your customers in conversations about change. Help them build confidence in navigating market shifts and discover new ways to support their evolving needs. This positions you as a valuable partner invested in their success.

The Impact of ASKING FOR CHANGE

This approach creates a culture where change isn’t feared — it’s expected. A culture where:

  • Empowerment fuels innovation

  • Progress and improvement are non-negotiable

  • Challenging the status quo is routine

  • Everyone owns innovation

By adopting the ASK FOR CHANGE mindset, you break free from outdated strategies and build a resilient, forward-thinking organization ready to thrive amid constant disruption.

Ready to stop struggling with change? Start asking for it. Lead it. Own it.