As a West Ham fan change has been in the forefront of my mind this summer. For those that don’t know my team have moved to the sparkling new Olympic stadium, which is a far cry from our previous home ground, which was shall we say ‘characterful’ (others might call it decrepit).

This has, as you can imagine, created a frenzy of debate on the various social media platforms I read. The opinions have varied greatly from genuine anger to great elation.

It started me thinking about ‘change’ and the various ends of the spectrum of reactions as this is part of my working environment.

I immediately looked up ‘change’ to confirm the definition;


Make or become different:


An act or process through which something becomes different:

Then I thought about how do you make a success of change?

There should always be a vision, which is the end goal that the process of change works towards. Why? Because both the vision and the process need to be clearly defined - the term ‘roadmap’ is often used in organisations. They are essential as they allow you to understand how something is being worked towards, where individual elements fit in the larger picture and what success looks like. These are key to counteracting and reducing the friction in the many instances where I have seen change being attempted and the resulting resistance to change rise up. It is predominately the fear of the unknown that drives many to think of change as negative not the change itself!

What happens if you don’t?.............

Take Kodak a prime example of a company that didn’t embrace change and went from a company which in 1976 had a 90% market share for photographic film and an 85% share of camera sales in the US…. to a company that filed for bankruptcy in 2012!

Going back to my beloved West Ham, the owners have made it clear if we want to compete with the top teams we need to make this move to allow us to increase our revenue and allow us to compete financially within the new fair play rules, and In addition attract players to a world class facility at the new stadium. In a few seasons time the move will be confined to history and the club further along the path to the vision outlined.

In organisations I’ve been delivering change it will be the same, so embrace it!

And remember…

Posted by Dan Stainsbury, Daemon Consultant