I was scrolling through another "change management best practices" post when something made me stop cold.
70% failure rate.
That's not a typo. According to industry research, 7 out of 10 organizational change initiatives completely fail to achieve their desired objectives. I've been in L&D for years, and that number still hits like a punch to the gut.
But here's what made me dig deeper into UC Berkeley's Change Management Toolkit: they don't just tell you what to do. They explain the neurological why behind human resistance to change. And once you understand the psychology, everything else becomes tactical execution.
Change Management Toolkit
*This resource is recommended for its educational value and is not an EDU Fellowship original work. All rights belong to the original creators, UC Berkeley.
Above is the comprehensive toolkit from UC Berkeley's Business Process Management Office. Below are my takeaways that will transform how you approach change initiatives in your organization.
The Hidden Psychology Every L&D Professional Must Understand
The toolkit introduces a game-changing framework: the Rider, the Elephant, and the Path. Think of your brain as having two systems working simultaneously. The Rider (rational brain) likes to analyze and plan. The Elephant (emotional brain) provides the energy and motivation.
Here's the part that changes everything: When your six-ton Elephant disagrees with where the Rider wants to go, the Elephant always wins. Self-control is exhaustible. Emotion is renewable.
Most L&D programs fail because they only talk to the Rider. We create logical presentations, detailed process maps, and comprehensive training materials. Then we wonder why adoption rates tank after week three.
Your reality check: Look at your last major rollout. Did you spend more time on the "what" and "how" or on the "why should I care emotionally"? The Elephant needs to feel the need for change, not just understand it.
Your audit:
→ Rational appeal audit: Review your current change communications - count how many focus on logic vs. emotion
→ Emotional connection test: Ask five people why they should care about your initiative - if they repeat your talking points, you've only reached the Rider
→ Energy assessment: Track when resistance appears - is it after initial training (Elephant exhaustion) or during planning phases (Rider confusion)?
