Years ago, I learned a valuable lesson about why big change fails.
I was working on a project with the Department of Justice, and the task was to implement a new immigration case management system. I know immigration is a hot topic right now, and I understand why. But this story isn’t about policy. It’s about the process of change.
Twenty-five years after the project, I still vividly recall the sheer scale of it. The division was building new software, reengineering business processes, and encouraging new ways of working. From the moment I walked into the project, it was clear the approach was massive, bold, and seismic.
After five years of delays and millions spent over budget, new leaders took charge and were determined to get the software out the door. The software was scheduled to “go live” six months after I assumed my new responsibilities, and it was expected to transform the organization.
It sure did, but not in a good way!
Why Big Change Fails
The new software made it harder to process cases in a timely fashion, and people were pissed. Instead of creating efficiency, it slowed everything down. Processes that once took 30 seconds to complete were now taking 3-5 minutes, and it quickly became clear that an initiative intended to simplify work had the opposite effect.
I was leading the training and change support team, so I saw it all unfold up close. I listened to the people trying to use the system and shared their frustration. These were dedicated professionals trying to do their jobs, and the tools that were supposed to help them were making their work harder.
Looking back, it’s clear why the project was unsuccessful. The organization pushed for too much too fast. The vision was grand, but the execution ignored the human side of change.
A Lesson In Subtle Shifts
That experience taught me one of the most valuable lessons of my career: sustainable change doesn’t come from big, sweeping moves. It comes from small, subtle shifts that people can actually absorb and sustain.
That lesson has shaped everything I’ve done since, and it’s the reason I wrote my new book, Subtle Shifts: A Simple Strategy for Leading Change, which comes out at the end of next month.
The book is about how to create lasting impact through small, sustainable moves. It’s about focusing our attention on what matters most and shifting our beliefs around change. And it’s about how leaders at every level can make change stick without pushing people past their limits.
You can preorder it now on Amazon, and I’d encourage you to do so. Preorders are a huge help for new authors, and they ensure you’ll be one of the first to get a copy when it launches.
If you’d like a preview, I just published a comprehensive article that explains what subtle shifts are, why they matter, and how you can apply them. In addition to the book, this is the most in-depth piece I’ve written on Subtle Shifts, covering how they apply to leadership, communication, teamwork, productivity, and even personal growth.
Read my comprehensive guide here –> What Are Subtle Shifts
This Week’s Subtle Shift
My encouragement to you this week is simple: embrace the power of subtle shifts. Don’t fall into the trap of thinking change has to be dramatic to matter. Fundamental transformation occurs in small, deliberate steps that compound over time, creating lasting results.
