Against the backdrop of increasing globalisation deregulation, the rapid pace of technological innovation, a growing knowledge workforce, and shifting social and demographic trends, few would dispute that the primary task for management today is the leadership of organisational change.
Since the need for change often is unpredictable, it tends to be reactive, discontinuous, ad hoc, and often triggered by a situation of organisational crisis. Despite the salience of change management as a necessity in order to survive and succeed in today’s highly competitive and continuously evolving environment (Luecke, 2003; Okumus and Hemmington, 1998), Balogun and Hope Hailey (2004) report a failure rate of around 70 per cent of all change programmes initiated.