A metaphor I often use in transformation work. In many organizations, I encounter complex structures and processes that have evolved over time—layered, overregulated, and far from lean or efficient. Employees have learned to accept this complexity: “That’s how it’s always been,” or “The boss wants it that way.”   But this complexity often stands in the way of progress. It stifles innovation, undermines accountability, and creates distance.   With this phrase—“We don’t want an

Change is important—but not at any cost. In transformation processes, I often see people overwhelmed by the pace or intensity of change. The initial energy then quickly turns into exhaustion.   I use this saying, with a touch of humor, to remind leaders that we must drive change—but with care. We can’t simply “take people along” and hope they’ll follow; we have to meet them where they are, enable them, and guide them forward.   Good leadership recognizes when the pace is too

In every organization, there are people who recognize and name problems—and then stop there. “There’s a light on in the basement, I know it!” describes exactly that. Knowing is good; acting is better.   Especially during phases of change or transformation, it’s understandable that not everyone can immediately take the lead. People need orientation and support to sharpen their awareness: it’s not just about identifying or managing a problem—it’s about tackling it actively and

A well-known proverb I like to use in change processes. In every transformation, positive, open, and clear communication is key. Employees at all levels want to know where the organization is headed—and what role they play in it.   With every kind of support we offer, we create orientation and empower people to actively take part in the process of change. We can guide, lead, and accompany them—but at some point, they have to take the step themselves.   And that’s where this s