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Change Management: A Tale of Two Companies

The term change has negative connotations for many employees. The word alone invokes a feeling of discomfort, additional effort, top-down dictatorship, a ‘can’t we stick to the standard’ mentality, a fleeting or temporary phase. As a consequence, many organisations struggle with huge resistance as they attempt to implement change initiatives at the workplace – and ultimately fail. Indeed, repeated surveys put the failure rate at around 70%.

We will use two organisational examples to illustrate different approaches to managing required change. We’ll show why Deutsche Telecom initially got it wrong and Continental Airlines got it right.