By Anton Hingeston, Director at Change Logic

There’s a growing disconnect in the world of business transformation. Companies are investing heavily in new systems, technologies, and organisational change projects, but the performance needle just isn’t moving. Why?

It’s not because change management doesn’t work. It’s because it’s being done wrong.

At Change Logic, we’re seeing too many businesses fall into the same trap: spending millions on so-called “change programmes” led by large consultancies that rely on cookie-cutter methods, glossy templates, and tick-box exercises. The outcome? High costs, low adoption, and very little actual change.

It’s time to call this what it is: a waste of money.

When Change Management Becomes a Buzzword

Change management used to be a strategic enabler, guiding organisations through complex shifts in process, structure, technology, or culture. However, over time, the term has become diluted. Today, it’s often seen as a soft, supportive function -something to keep people feeling “okay” during tough transitions.

That’s not change management. That’s employee wellness.

Real change management is about managing disruption, not managing emotions. It’s about helping your business perform better after the change than it did before. If that’s not the outcome, you’re not doing it right.

The Pink and Fluffy Myth

There’s a common misperception that change management is about hand-holding, motivational posters, and talking about how people feel. While human responses to change matter, we’re not here to compare rolling out a new ERP system to the grief cycle.

That’s not only inaccurate; it’s dangerous.

Change management isn’t therapy. It’s a structured, performance-driven discipline focused on helping your business adopt change fast, with minimal disruption and measurable results. Assigning it to your HR team because “it’s about people” is like asking your finance team to manage your cybersecurity risk – it misses the point entirely.

The Problem with Big Consulting’s One-Size-Fits-All Methodology

Here’s where things start to unravel. Many big firms walk in with a fixed methodology and a set of pre-designed templates. They follow a neat set of steps, regardless of your business model, culture, or leadership style.

This might feel reassuring. But it’s a false sense of control.

Change isn’t linear. Businesses aren’t identical. What works for a multinational bank won’t work for a mid-sized manufacturing firm. Effective change management requires nuance, agility, and a deep understanding of your unique context.

Using the same method for every company is like giving the same training plan to every runner in a marathon, without checking who has asthma, who has a knee injury, or who’s never run before. It doesn’t work.

Templates Don’t Create Change

Let’s talk about the obsession with templates. Stakeholder maps. Engagement plans. Training decks. Newsletters. Some firms will spend weeks building these out. They look impressive – until you realise they aren’t moving the dial on performance.

Templates aren’t strategy. They’re tools.

If your change programme is being judged on the number of workshops you’ve run or the volume of materials created, rather than on adoption, productivity, and performance, then you’ve fallen into the activity trap.

At Change Logic, we believe the only measure of success is impact. How quickly are people adopting the change? Has your productivity improved? Are you saving costs without compromising quality?

That’s what matters.

Who’s Actually Accountable for Success?

Here’s the uncomfortable truth: many large consultancies aren’t invested in the long-term success of your organisation. They do the work, deliver the documents, and walk away. When things don’t stick, the consequences fall squarely on your shoulders.

At the same time, assigning change management to someone too close to the internal politics – like HR – can also be a problem. You need someone who can challenge leadership when necessary, call out risks without fear, and stay focused on outcomes rather than egos.

That’s why our approach at Change Logic is different. We sit between the internal and external worlds—close enough to understand your organisation, but far enough to remain objective and uncompromised.

What Real Change Success Looks Like

Successful change isn’t about how much you spend. It’s about how quickly your organisation returns to peak performance. Ideally, at a higher level than before.

You should be able to see tangible, measurable improvements:

• Faster adoption of new systems
• Reduced error rates
• Lower operational costs
• Increased employee productivity
• Better customer outcomes

If you’re still seeing disruption six months after go-live, your change programme hasn’t worked.

Final Thought: Stop Ticking Boxes, Start Driving Outcomes

Change management isn’t about feelings. It’s about function.

It’s about ensuring your business doesn’t just survive transformation, but thrives because of it. Stop outsourcing your change efforts to methodologies and templates. Start partnering with people who understand how to make real change happen, fast.

At Change Logic, we bring clarity, strategy, and accountability to change.

Let’s stop ticking boxes. Let’s start moving the needle.