Change Management

70% of change initiatives fail. (And it's rarely because the idea was bad.) Here's what actually kills transformation: You picked the wrong change model for the job. It's like performing surgery with a hammer. Sure, you're using a tool. But it's the wrong one. I've watched brilliant CEOs tank their companies this way: Using individual coaching (ADKAR) for company-wide transformation. Result: 200 people change. 2,000 don't. Running a massive 8-step program for a simple process fix. Result: 6 months wasted. Team exhausted. Nothing changes. Forcing top-down mandates when they needed subtle nudges. Result: Rebellion. Resentment. Resignation letters. Here's what nobody tells you about change: The size of your change determines your approach. Real examples from the field: 💡 Startup pivoting product: → Used Lewin's 3-stage (unfreeze old way, change, refreeze) → 3 months. Clean transition. Team aligned. 💡 Enterprise going digital: → Used Kotter's 8-step process → Created urgency first. Built coalition. Enabled action. → 18 months later: $50M in new revenue. 💡 Sales team adopting new CRM: → Used Nudge Theory → Made old system harder to access → Put new system as browser homepage → 95% adoption in 2 weeks. Zero complaints. The expensive truth: Wrong model = wasted months + burned budgets + broken trust Right model = faster adoption + sustained results + energized teams Warning signs you're using the wrong model: • High activity, low progress • People comply but don't commit • Changes revert within weeks • Energy drops as you push harder • "This too shall pass" becomes the motto Match your medicine to your ailment: Small behavior change? Nudge it. Individual performance? ADKAR it. Cultural shift? Influence it. Full transformation? Kotter it. Enterprise overhaul? BCG it. Stop treating every change like a nail. Start choosing the right tool for the job. Your next change initiative depends on it. Your team's trust demands it. Your company's future requires it. Save this. Share it with your leadership team. Because the next time someone says "people resist change," you'll know the truth: People don't resist change. They resist the wrong approach to change. P.S. Want a PDF of my Change Management cheat sheet? Get it free: https://lnkd.in/dv7biXUs ♻️ Repost to help a leader in your network. Follow Eric Partaker for more operational insights. — 📢 Want to lead like a world-class CEO? Join my FREE TRAINING: "The 8 Qualities That Separate World-Class CEOs From Everyone Else" Thu Jul 3rd, 12 noon Eastern / 5pm UK time https://lnkd.in/dy-6w_rx 📌 The CEO Accelerator starts July 23rd. 20+ Founders & CEOs have already enrolled. Learn more and apply: https://lnkd.in/dwndXMAk

For years, the biggest players in CPG and FMCG—Unilever, Nestlé, Kraft Heinz—built their empires on food. But now? They’re making a massive pivot..if you had told me 5 years ago that these brands would be pulling back from food, I would’ve raised an eyebrow. -Unilever is cutting loose its $8 billion ice cream division, choosing to focus on higher-margin beauty and wellness. -Nestlé is doubling down on health-science-based nutrition as food brands struggle with pricing power. - #CPG giants are seeing stronger growth in self-care, supplements, and skincare than in traditional food categories. The global personal care market is expected to hit $758 billion by 2030, while processed food growth slows. Why This Shift? 1. Margins in food are shrinking. Consumers are trading down, private labels are winning, and inflation-wary shoppers aren’t absorbing cost hikes like they used to. 2. Health & wellness are driving premiumization. Customers will pay more for skincare, supplements, and functional beverages—but not for basic pantry staples. 3. Brand loyalty in food is eroding. Over 50% of consumers are comfortable switching food brands based on price, but loyalty remains strong in beauty, healthcare, and wellness. Winning Brands Are Already Moving: -L'Oréal’s skincare division posted 9.1% revenue growth last year, while traditional CPG food brands saw single-digit declines. -The Coca-Cola Company is investing in functional drinks and non-carbonated wellness categories to stay relevant. -PepsiCo’s biggest success? Gatorade’s expansion into hydration and performance-based drinks, not soda. CPG Leaders: ✅ Stop thinking of food as the core driver of growth. Instead, align with evolving consumer behavior. ✅ Invest in personalization, self-care, and functional health. That’s where demand (and pricing power) is strongest. ✅ Rethink your brand mix. Is your portfolio weighted toward categories that will still be relevant in 5-10 years? So, here’s my question to FMCG execs: Are you future-proofing your brand strategy—or just managing decline? Let’s talk. #FMCG #CPG #ConsumerTrends #GrowthStrategy #Beauty #Wellness #RevenueShift #BrandEvolution "

Louder for the people at the back 🎤 Many organisations today seem to have shifted from being institutions that develop great talent to those that primarily seek ready-made talent. This trend overlooks the immense value of individuals who, despite lacking experience, possess a great attitude, commitment, and a team-oriented mindset. These qualities often outweigh the drawbacks of hiring experienced individuals with a fixed and toxic mindset. The best organisations attract talent with their best years ahead of them, focusing on potential rather than past achievements. Let’s be clear this is more about mindset and willingness to learn and unlearn as apposed to age. To realise the incredible potential return, organisations must commit to creating an environment where continuous development is possible. This requires a multi-faceted approach: 1. Robust Training Programmes: Employers should invest in comprehensive training programmes that equip employees with the necessary skills for their roles. This includes on-the-job training, mentorship programmes, online courses, and workshops. 2. Redefining Hiring Criteria: Organisations should revise their hiring criteria to focus more on candidates’ potential and willingness to learn rather than solely on prior experience or formal qualifications. Behavioural interviews, aptitude tests, and probationary periods can help assess a candidate's ability to learn and adapt. 3. Partnerships with Educational Institutions: Companies can collaborate with educational institutions to design curricula that align with industry needs. Apprenticeship programmes, internships, and cooperative education can bridge the gap between academic learning and practical job skills. 4. Lifelong Learning Culture: Encouraging a culture of lifelong learning within organisations is crucial. Employers should provide ongoing education opportunities and support for professional development. This includes continuous skills assessment and access to resources for upskilling and reskilling. 5. Inclusive Recruitment Practices: Employers should implement inclusive recruitment practices that remove biases and barriers. Blind recruitment, diversity quotas, and targeted outreach programmes can help ensure that diverse candidates are given a fair chance. By implementing these measures, organisations can develop a workforce that is adaptable, innovative, and resilient, ensuring sustainable success and growth.

𝗧𝗼𝗱𝗮𝘆, 𝗣𝗠𝗜 𝗿𝗲𝗹𝗲𝗮𝘀𝗲𝘀 𝘁𝗵𝗲 𝗳𝗶𝗿𝘀𝘁 𝗿𝗲𝘀𝘂𝗹𝘁𝘀 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝗹𝗮𝗿𝗴𝗲𝘀𝘁 𝘀𝘁𝘂𝗱𝘆 𝘄𝗲’𝘃𝗲 𝗲𝘃𝗲𝗿 𝗰𝗼𝗻𝗱𝘂𝗰𝘁𝗲𝗱 - 𝗼𝗻 𝗮 𝘁𝗼𝗽𝗶𝗰 𝘁𝗵𝗮𝘁 𝗶𝘀 𝗰𝗿𝗶𝘁𝗶𝗰𝗮𝗹 𝘁𝗼 𝗼𝘂𝗿 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻: 𝗣𝗿𝗼𝗷𝗲𝗰𝘁 𝗦𝘂𝗰𝗰𝗲𝘀𝘀. 📚 Read the report: https://lnkd.in/ekRmSj_h With this report, we are introducing a simple and scalable way to measure project success. A successful project is one that 𝗱𝗲𝗹𝗶𝘃𝗲𝗿𝘀 𝘃𝗮𝗹𝘂𝗲 𝘄𝗼𝗿𝘁𝗵 𝘁𝗵𝗲 𝗲𝗳𝗳𝗼𝗿𝘁 𝗮𝗻𝗱 𝗲𝘅𝗽𝗲𝗻𝘀𝗲, as perceived by key stakeholders. This clearly represents a shift for our profession, where beyond execution excellence we also feel accountable for doing anything in our power to improve the impact of our work and the value it generates at large. The implications for project professionals can be summarized in a framework for delivering 𝗠𝗢𝗥𝗘 success: 📚𝗠anage Perceptions For a project to be considered successful, the key stakeholders - customers, executives, or others - must perceive that the project’s outcomes provide sufficient value relative to the perceived investment of resources. 📚𝗢wn Project Success beyond Project Management Success Project professionals need to take any opportunity to move beyond literal mandates and feel accountable for improving outcomes while minimizing waste. 📚𝗥elentlessly Reassess Project Parameters Project professionals need to recognize the reality of inevitable and ongoing change, and continuously, in collaboration with stakeholders, reassess the perception of value and adjust plans. 📚𝗘xpand Perspective All projects have impacts beyond just the scope of the project itself. Even if we do not control all parameters, we must consider the broader picture and how the project fits within the larger business, goals, or objectives of the enterprise, and ultimately, our world. I believe executives will be excited about this work. It highlights the value project professionals can bring to their organizations and clarifies the vital role they play in driving transformation, delivering business results, and positively impacting the world. The shift in mindset will encourage project professionals to consider the perceptions of all stakeholders- not just the c-suite, but also customers and communities. To deliver more successful projects, business leaders must create environments that empower project professionals. They need to involve them in defining - and continuously reassessing and challenging - project value. Leverage their expertise. Invest in their work. And hold them accountable for contributing to maximize the perception of project value at all phases of the project - beyond excellence in execution. 📚 Please read the report, reflect on its findings, and share it broadly. And comment! Project Management Institute #ProjectSuccess #PMI #Leadership #ProjectManagementToday

Signing Off and Stepping Up : My Reflection on Redundancy The accompanying picture captures a poignant moment: signing my separation agreement at VMware yesterday. I believe it’s important to talk openly about such transitions. It helps in normalizing career shifts, even at senior levels, and share valuable insights for those navigating similar changes as a community. My initial encounter a few years ago with redundancy was unplanned, creating a disruptive transition and a confidence hit. In contrast, my current experience at VMware allowed for more preparation, although it still carries a sense of finality - a good sad as I call it - that’s hard to ignore. My Top Lessons Learned 1. Understand Your Non-Negotiables: These are the foundation of how you operate daily. For me, this includes maintaining regular exercise, nutritious food, adequate sleep, and mental fitness practices like meditation and gratitude exercises. They form the bedrock of my resilience. You will not do this perfectly every day so be kind to yourself. 2. Focus on What You Can Control: l chose to invest my time on personal growth. Figure out where you have agency and can see tangible progress. For me this included: 1. Skill Development 2. Financial Planning 3. Personal Projects 4. Physical & Mental Health 5. Seeking Perspectives: I reached out to others who had taken career breaks, gathering insights and perspectives to broaden my understanding of this phase. 3. Fill Your Cup: Lastly, it’s vital to fill your cup with what brings you joy and fulfillment. For me, this means quality time with people I love and like and engaging in empowering work that supports women and girls, which has always been a source of immense satisfaction. Change, especially in one’s career, can be daunting. Yet, it’s these moments that remind us of our resilience and ability to adapt. They urge us to realign with our core values and find strength in what truly matters. In this journey, I’ve come to realize that energy (and therefore time) is our most precious resource, and employing it mindfully is the greatest service we can do for ourselves. I leave with much pride and on a high. And yes I plan to celebrate, as my Lean In Circle reminded me. What have you learned through your redundancy experiences?

Stress isn’t always about the thing itself. It’s about our relationship to it. Two leaders can face the exact same challenge — a missed deadline, a difficult board meeting, a team conflict — yet their experience of stress is entirely different. Why? Stress often has less to do with the external event and more to do with the lens through which we view it. 👉 When we label something as unbearable, it grows heavier. 👉 When we approach it as a problem to be solved, it becomes manageable. 👉 When we see it as an opportunity to grow, it can even become empowering. This distinction matters because leaders carry tremendous weight. If everything feels like a “threat,” stress compounds. But if we learn to reframe — to shift our relationship to the pressure — we not only reduce stress, we increase our capacity to lead with clarity and resilience. As an executive coach, I work with clients on this every day. Here are a few practices that make a difference: ✅ Name it clearly. → Is it the situation itself that’s stressful, or the meaning you’ve attached to it? Naming the difference is the first step in reframing. ✅ Shift the narrative. → Instead of asking “Why is this happening to me?”, try “What is this asking of me as a leader?” ✅ Control the controllable. → Stress escalates when we fixate on what’s outside our power. Refocus on the small actions you can take. ✅ Build in recovery. → Even the strongest leaders need rituals that restore — whether that’s exercise, mindfulness, or simply 10 minutes of stillness. The goal isn’t to eliminate stress. The goal is to reshape our relationship to it so it serves us, rather than overwhelms us. Coaching can help; let's chat. Book Your Coaching Discovery Call Today  ↳ https://lnkd.in/eKi5cCce Enjoy this? ♻️ Repost it to your network and follow Joshua Miller for more tips on coaching, leadership, career + mindset. #executivecoaching #leadership #mentalhealth #coachingtips #wellness

IndiGo (InterGlobe Aviation Ltd) CRISIS WASN’T IN THE SKIES. IT WAS IN THE LEADERSHIP CABIN. Three things stood out. One: Employees were left alone to face furious customers. No leader should ever let that happen. If you don’t stand by your people in a storm, don’t expect them to stand by your customers in the sun. Customer experience collapses the moment employees feel abandoned. Two: In any crisis, honesty is the only strategy that works. This time, the communication wasn’t transparent. When leaders hide the full picture, years of goodwill can disappear overnight. A crisis can earn trust, but only if you tell the truth. Three: The belief that “we are too big to be ignored” has ended more companies than competition ever has. Customers always have a choice. And if they don’t, they will create one. We shouldn’t watch the Indigo crisis like spectators. This is a reminder for every leader to build their own crisis blueprint. Because crises will come, when they do, your response becomes your reputation. There is more to business than profits. There are people, trust, and how you show up when it matters most.

75% of economic losses from natural catastrophes in Europe are uninsured. Last week, European Insurance and Occupational Pensions Authority (EIOPA) and the ESM - European Stability Mechanism publicly called for a European natcat insurance pool and backstop. This is much needed. The numbers that prompted this proposal are stark. European natcat costs have more than doubled in a decade, from €17.8bn to €44.5bn per year. Only 17% of European households are covered for natcat damage. In some EU countries, it’s less than 5%. When insurance retreats, the adverse effects pile up: mortgages become unavailable, reconstruction stalls, governments absorb costs they cannot sustain and the most vulnerable bear the heaviest burden. Without decisive action, climate risk might not remain insurable at all. The German Insurance Association recently warned that property insurance premiums could double within a decade due to climate‑driven claims. If coverage becomes unaffordable, or unavailable altogether, markets won't just reprice. They might shut down. The EIOPA/ESM proposal would help avoid that. Pooling risks across countries and perils would reduce the protection gap and increase resilience. The backstop would operate through loans, not grants, making it fiscally neutral by design. But there is no logic in mutualising the costs of climate disasters while continuing to finance their causes. Insurers who access such public support should maintain coverage in high-risk areas, co-invest in prevention, support build-back-better reconstruction and align their portfolios with credible transition plans. Risk-based pricing must remain the backbone, but paired with mechanisms that protect households and SMEs from unaffordable premiums during the transition. Adaptation must be rewarded. Nature-based solutions that reduce physical risk at source must be part of the equation. We should all – regulators, the insurance industry and civil society – work together to refine and implement this. It could be transformative.

₹223 Crore Dairy Playbook: How One IT Executive Turned Cows Into a Data-Driven Business India doesn’t have a dairy shortage. It has an efficiency problem. The traditional model is low-yield cattle, unstructured feeding, no data, and middlemen-heavy distribution. The new model is high-yield genetics, precision nutrition, real-time tracking, and direct-to-consumer delivery. This shift is powering a new-age dairy business. Built by Deepak Raj Tushir through Binsar Farms. From 50 cattle to a ₹223 Crore enterprise. This isn’t farming. This is Agri-Tech execution. ✅ THE NUMBERS 1. Herd size: 50 → 450+ high-yield cows 2. Daily milk output: 7,000–8,000 litres 3. Annual revenue: ₹223 Crore 4. Net margins: 5–6% 5. Cold chain speed: Milk chilled to 4°C within 2 hours Low margin. High discipline. Massive scale. This is how dairy actually makes money. ✅ From IT Job to Agri-SaaS Thinking This wasn’t a career switch. It was a systems upgrade. DNA testing for herd selection, data tracking for every cow, predictive health monitoring and feed optimisation through PMR. Every cow = a data point. Every litre = a measurable output. This is SaaS thinking applied to agriculture. ✅ Where the Real Money Is Made Milk is not the business. Control is. 1. 200-acre contract farming loop. 2. Guaranteed fodder supply 3. Predictable input costs 4. Consistent output quality Add to that A2 milk positioning, high-margin products: ghee, paneer, curd, lassi, and direct delivery within 12–24 hours. Remove middlemen. Capture margin. That’s the playbook. ✅ The New Dairy Stack What changed? Not the cow. The system around it. 1. Genetics → Higher yield per animal 2. Nutrition → Better milk solids 3. Monitoring → Lower disease loss 4. Cold chain → Zero wastage 5. Old dairy = volume game 6. New dairy = efficiency game ✅ The Reverse Brain Drain Signal This story is bigger than one company. It signals a shift from: - Urban professionals → entering agriculture - Tech mindset → applied to primary sectors - Farming → becoming structured, scalable, investable 120+ jobs created. Dozens of farmers integrated. Agriculture → from survival to income engine. ✅ The Hidden Moat Nobody Talks About It’s not branding. It’s not even A2 milk. The real moat is: Supply chain control, data-led herd management and feed security through contract farming. Because in dairy, if you control input + output, you control profit. ✅ Let me share the #Rajspectives 1. Dairy isn’t low-margin. Bad systems are. 2. Data is the new cattle breed advantage. 3. Vertical integration beats market dependency. 4. Cold chain is the difference between profit and loss. The future of farming is not rural. It’s intellectual. India’s next big startups won’t just come from apps. They’ll come from farms run like companies. Because when engineering meets agriculture, the output isn’t just milk. It’s a predictable, scalable cash flow. #india #agritech #dairy #business #strategy #sales

What’s holding back natural climate solutions? Natural climate solutions (NCS)—from reforestation and agroforestry to wetland restoration—have long been championed as low-cost, high-benefit pathways for reducing greenhouse gases. In theory, they could provide over a third of the climate mitigation needed by 2030 to stay under 2°C of warming. But in practice, progress is stalling. A sweeping new PNAS Nexus study reveals why. Drawing on 352 peer-reviewed papers across 135 countries, researchers led by Hilary Brumberg cataloged 2,480 documented barriers to implementing NCS. The obstacles are not ecological. Rather, they are human: insufficient funding, patchy information, ineffective policies, and public skepticism. The result is a vast “implementation gap” between what is technically possible and what is politically, economically, or socially feasible. The analysis found that “lack of funding” was the most commonly cited constraint globally—identified in nearly half of all countries surveyed. Yet it rarely stood alone. Most regions face a tangle of interconnected hurdles. Constraints from different categories often co-occur, compounding difficulties: poor governance erodes trust; disinterest stems from unclear benefits; technical know-how is stymied by bureaucratic confusion. These patterns vary by region and type of intervention. Reforestation projects, for instance, face particularly high scrutiny over equity concerns—especially in the Global South, where land tenure insecurity and historical injustices run deep. Agroforestry and wetland restoration often struggle with the complexity of design and monitoring. Meanwhile, grassland and peatland pathways remain understudied, despite their importance. The study’s most striking insight may be spatial. Countries within the same UN subregion tend to share a similar profile of constraints—more so than across broader development regions. This geographic clustering suggests an opportunity: Supranational collaboration, if properly resourced and attuned to local context, could address shared challenges more efficiently than isolated national efforts. Crucially, the authors argue that piecemeal fixes will not suffice. Because most countries face an average of seven distinct constraints, many from different domains, effective solutions must be integrated and cross-sectoral. Adaptive management—a flexible, feedback-based approach—could help. By identifying which barriers arise at each stage of an NCS project’s lifecycle, it may be possible to design interventions that are not just technically sound, but socially and politically viable. Natural climate solutions still hold vast potential. But unlocking it will require less focus on where trees grow best—and more on where people can make them thrive. 🔬 Brumberg et al 2025. Global analysis of constraints to natural climate solution implementation. PNAS Nexus. https://lnkd.in/gDmYJEph