For the past few decades, change management has been the accepted best business process to transition individuals, teams, and organizations to new ways of working. Preparation and support through change are essential for people if you want to drive organizational success and outcomes. Yet, when it comes to the complex needs of people in dynamic work environments, the notion of change “management” is stagnant and unresponsive. According to the Harvard Business Review, despite a huge investment in change management tools and training, most studies show a 60-70 percent failure rate, a statistic that has remained constant since the 1970s.