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Successful change is rarely defeated by the technical quality of the solution. More often, it falters because people have not had enough opportunity to absorb, comprehend, test it against their own lived experience, and decide how they can participate. Change management therefore needs to give equal attention to the change itself and to the human conditions that allow the change to take hold. Leadership at Work’s change design and management approach points to the importance of designing change with people, rather than simply delivering change to them. That distinction matters. A new structure, process, system or strategy may look compelling...