In many organizations, change is constant. New strategy. New ways of working. New systems. Maybe a new organization. Change is no longer an occasional event - it is a constant state.

Yet many continue to treat change as a project. Something we can plan, manage and deliver. But change won't be sustainable until we see the big picture - and put people at the center. It's about trust, culture and leadership in everyday life.

Change does not live in silos

Too often, change initiatives are split into separate tracks. Leadership development in one track, the implementation of a new ERP system in another. Perhaps a cultural journey in the form of new values or workshops is going on at the same time. But people do not live in silos. For them, change is a single reality - something they need to understand, act in and feel comfortable with.

This is where many organizations fail. Not because the initiatives themselves are wrong, but because they are often run in parallel, without being linked. To create real, sustainable change, we need to think systemically. Culture, structure, technology and behaviors must interact and pull in the same direction. Otherwise, we risk creating inertia, confusion or, at worst, resistance.

Culture isn't fluff - it's the game plan for change

We often describe culture as “how we do things around here”. It is the invisible force that governs what works, what is seen as successful - and what feels risky. When we want to create change, we need to understand the playing field we are trying to play on.

You can introduce new procedures, systems and roles - but if the culture says otherwise, the culture wins every time. For example, do you want to create more collaboration, but reward individual performance? Then the behavior change will never take hold. Want to have self-managing teams, but centralize cost approval? Then you only create frustration.

The role of leadership - showing the way, every day

Leaders play a crucial role in any change. Not by always having the answers, but by providing clarity, direction and psychological safety. Being a leader in change is not just about “communicating the change” - it's about living it. In your behavior, in your decisions, in your priorities.

But to lead in change, leaders themselves need the right support. They need to feel confident in the new direction and understand why the change is important - both for the organization and for their own teams.

Here are some simple ways to ensure that leaders are ready to be good change drivers:

• Give them time to understand and reflect on the change before it reaches the teams
• Create forums for exchange of experiences where leaders can support each other and share best practices
• Provide them with the tools and knowledge they need to manage both technical and human aspects of the change
• Make sure they feel heard and involved in the change process - so they become not only messengers but also ambassadors of change

When leaders show that change matters - not just through words but through action - it is contagious. And it's not just at the top. First-line managers, team leaders and informal leaders often have a bigger impact than we think. They are the ones who create the culture on a daily basis.

Humans are not an adversary - they are the key

It is often said that people are resistant to change. In my opinion, this is not true. People change all the time - if they understand why, if they feel safe and if they are really involved. When we see the person, listen, involve and give meaning - then change is created that carries and lasts, over time.

Because it's not just about introducing a new way of working or a new system. It's about creating a new reality that people want to be part of.

Sustainable change requires a holistic approach

Do you want to create a change that lasts? Then it's not enough to project manage an implementation or launch a new leadership program. You need to understand the big picture:

How are technology, culture and leadership linked?

• What behaviors need to change - and what will it take to make it happen?
• How are people affected by what is happening - for real?

When you see the connections and build the change with people in focus, then something happens. Then change becomes not just something we implement. It becomes something we embody together.