The biggest mistake organisations make during change isn’t poor communication.
It’s assuming that understanding automatically leads to action.
It doesn’t.
I’ve met countless leaders who understand exactly what needs to change.
Yet months later, they find themselves repeating the same behaviours.
Why?
Because behaviour is rarely driven by knowledge alone.
It is shaped by patterns.
Patterns built through years of experience, success, failure, habits and beliefs.
Before we ask people to change their behaviour, perhaps we should first understand the patterns driving it.
That’s the conversation I’m increasingly interested in.
Because it’s not the change.
It’s the code.