This document outlines 9 types of people that act as barriers to change in companies and provides examples of each. The 9 types are: 1) those in denial who insist nothing is changing, 2) the unimaginative who can't envision how change will impact their organization, 3) meeting junkies who delay decisions and drag their feet, 4) the indifferent who don't see responding to change as their responsibility, 5) the terrified who view change only negatively, 6) the selfish focused only on their own position, 7) opportunists who see change only as a way to benefit themselves, 8) hippies who passively accept change without acting, and 9) sheep who lack initiative and personal responsibility. The author hopes

1. 9
DEADLY
reasons
companies
FAIL
to
CHANGE
(and how to keep your cool when change knocks on your
door and it seems no one at work cares)

2. Here are 9 all too familiar
barriers to responding
positively to change…

3. And the 9 types of people
who are the culprits

4. 1
Those
who
insist
the
Earth
is
flat

5. “ it’s not happening”
Trees may be changing color, but you can always focus on the few green leaves that remain and ignore the rest.
Believe it or not, some people’s survival instinct works like this. They may say change in the business
environment is happening so that they appear knowledgeable about consumer and business needs. But deep
down some are in denial out of fear of what this change might bring - while others “play it down”. What’s the
difference between “in denial” and “playing it down”? In practical terms, nothing. Both are desperately trying to
hold on to the past. Inertia may seem harmless but it is a big threat to business and enterprise – leading the
most innovative and ambitious employees towards frustration and disappointment – when these are the very
people that could help the business evolve and adapt to a new market situation

6. 2
The
Unimagina4ves

7. “what’s changing?”
Many talk of change. Few actually have a clue of what change really means to their organization or brand in
practical terms because, while they may be able to see the immediate repercussions, such as loss of business
due to economic climate conditions, they are unable to imagine the secondary and tertiary effects of these –
and how they can have a snowball effect – but also how they can become opportunities. The most common
error is focusing on how clients are changing and forgetting about how the competition is changing as well to
respond to this change, adapting to the new client needs with new products while evolving their brands to
reflect new client needs and requirements. The truth is, during change everything becomes fluid, and this can
be a good thing if you play your cards right. But it takes a good dose of imagination to assess business risk.
If you are in it you need to step outside it to see beyond it.

8. 3
The
Mee4ng
Junkies

9. “we’ve got time”
No you don’t. All companies drag their feet in the end because decisions require deliberation and
consensus among all stakeholders. Change is a learning experience for most people, taking them into
unknown business territory and out of their comfort zone in terms of their previous expertise. The point is,
you’re going to be late even if you hurry, so might as well begin preparing before the full brunt of the storm
hits. “if it’s working, don’t fix it” is irrelevant when change is on the way.

10. 4
The
Indifferents

11. “do I
care?”
They will never say it. But that’s what
they think. And it’s not because they
don’t care about the business or
because they are selfish. But
because they have already given up and feel that dealing with change is
not part of their job description. There
are many people who believe that a
job involves a number of tasks which
you learn and become an expert.
Thinking on your feet, being creative,
troubleshooting and assessing risk is
some really complicated business for
most people who either do not want to
think, don’t believe in themselves, or
simply feel that it is up to God and not
up to them. Its not their problem.

12. 5
The
Terrified

13. “change is bad”
It should be more evident that, although change requires adaptation and thinking smart, you can come out
the other end far stronger than ever before. There are always business opportunities in a changing
environment. And some of them are simply about gaining a competitive advantage when everyone else is
affected by the same change but not responding to it as well as you are. But panic takes over, and negative
projections and doom and gloom can shut down any creative thinking that could incorporate some healthy
risk into a business adaptation strategy that is bold and visionary - and not just defensive and conservative.
This is why solutions to change that are a product of fear and simple reactivity are often unsuccessful. They
are based on the old rules. Not the new reality – which needs to be understood and analysed in order for a
business to find its new role and new brand position in the world. Brands that stay ahead of the game are
also the brands that to an extent can shape the new rules – and shape them to their own advantage

14. 6
The
Selfish

15. “my position is safe”
“And I don’t care whether the people above me – or below me – are”. Job security and insecurity is one of
the most powerful motivators or demotivators in employee behaviour – and undoubtedly the first thought in
response to a change in a business revolve around “how will this affect me”. However no one is completely
safe when there is change on the way. And behaving in isolation from the rest of the team can weaken a
company’s response to change – as individual employee interests become more important than the greater
good or even clash with each other

16. 7
The
Opportunists

17. “ I can’t wait”
Some have already sensed the opportunity a change may bring, but it’s a one-man’s opportunity – whether it is
an exit strategy, a sell-off, a compensation, capitalising on someone’s demise or making something new out of
the pieces of a business. It’s great they are thinking ahead into the future. But wishing that your own company
goes down, along with the colleagues you have shared so much with, is not exactly the thinking of a team player.

18. 8
The
Hippies

19. “ whatever”
For some, response to change is about either fight or flight. For others it’s about embracing change completely,
but to the point of accepting it without doing anything to better their position amidst the turmoil. It is extreme Zen
and with a precarious twist.

20. 9
The
Sheep

21. “ we’re all on the same boat”
This summarises a number of attitudes, but most of all defeatism. Lack of fighting power and stamina. And
no sense of personal responsibility as well as the power of the individual to do their small bit to turn a
business around. Herd behaviour and pursuit of safety in numbers is not wise when the herd is about to
jump off the cliff.

23. Why did I write this?
Because for a good part of the last 10 years I’ve been working in start-ups and
companies that couldn’t – or didn’t want to - think beyond their business model. I’m
hoping this serves as a reminder that change is unavoidable - and that although
easier said than done, we should do our best to face it, and embrace it – both in our
professional and personal lives. Find the courage to question our reality or simply
view it from a new, fresh angle.

24. CHANGE
WILL
FIND YOU

25.
iked
this? are
L
Sh
t
Like
and
Why
no
George is a scientist and market researcher at MM-Eye
All photographs taken close to the MM-Eye offices in
Islington, London UK November-December 2013
sharp minds, safe hands
www.mm-eye.com
George
Tsakraklides