Friends, When I train for change management, I sometimes employ the following story to illustrate the fallacy of having change for change sake and differences in perception to change. I have found it to facilitate an enjoyable learning experience among the participants.... Here's the story:

A management consultant, on holiday in a African fishing village, watched a little fishing boat dock at the quayside. Noting the quality of the fish, the consultant asked the fisherman how long it had taken to catch them.

"Not very long." answered the fisherman.

"Then, why didn't you stay out longer and catch more?" asked the consultant.

The fisherman explained that his small catch was sufficient to meet his needs and those of his family.

The consultant asked, "But what do you do with the rest of your time?"

"I sleep late, fish a little, play with my children, have an afternoon's rest under a coconut tree. In the evenings, I go into the community hall to see my friends, have a few beers, play the drums, and sing a few songs..... I have a full and happy life." replied the fisherman.

The consultant ventured, "I have an MBA from Harvard and I can help you...... You should start by fishing longer every day. You can then sell the extra fish you catch. With the extra revenue, you can buy a bigger boat. With the extra money the larger boat will bring, you can buy a second one and a third one and so on until you have a large fleet. Instead of selling your fish to a middleman, you can negotiate directly with the processing plants and maybe even open your own plant. You can then leave this little village and move to a city here or maybe even in the United Kingdom, from where you can direct your huge enterprise."

"How long would that take?" asked the fisherman.

"Oh, ten, maybe twenty years." replied the consultant.

"And after that?" asked the fisherman.

"After that? That's when it gets really interesting," answered the consultant, laughing, "When your business gets really big, you can start selling shares in your company and make millions!"

"Millions? Really? And after that?" pressed the fisherman.

"After that you'll be able to retire, move out to a small village by the sea, sleep in late every day, spend time with your family, go fishing, take afternoon naps under a coconut tree, and spend relaxing evenings havings drinks with friends..."

" That's what i,m doing right now", said the fisherman and went his way.



From India
Hr Professional & Trainer
Training, Hr, Life Skills
Human Resource Management
Hr & Od Generalist, Consultant
Training Consultant
+10 Others

Hi, Since you have written about change management,can you help me in preparing a course on change management.Pl advice as to what all areas should be covered under the same.


Hi Rakhee, Yes, I can help you with whatever you are planning to do on change management. In very general terms, you may design the course as follows:
1. Introduction to change, its relevance.
2. Resistance to change, psychological homeostasis etc.
3. Process of change- the change mechanisms, cultural change, Kurt Lewin's Force field analysis and three-process theory, Participative and Directive change cycles of Hersey-Blanchard, John Kotter's eight step model etc..
4. Organisation Development in the context of change management
5.Selected OD interventions dealing with behavioural and attitudinal change
6. Leadership and change-Transformational leadership.
7.Exercises, case discussions.
please feel free to contact me for anything further

From India
Dear Rajiv
My organization is also going through change managment but we dont have a structured way at the moment. WHat can you suggest and if you have some training material which i can use it would really be great.
We have hired outsourced consultants who are taking workshops with the staff but i feel they have a very limited capability to take on the issues of the organization . what is your suggestion?

From Pakistan, Islamabad
Hi Rajeev, Happy New Year ! I just wanted to know if have got some cases/activities on leadership & change mgt.If so pl mail me the same. Rgds, Rakhee


Hi Parvathy, OD is part of change management. OD helps to modify or maintain the organisation culture. The well known OCTAPACE culture is associated with OD.
OCTAPACE stands for:
OD creates changes through what are known as OD interventions. These interventions are systematic application of behavioural processes with a specific purpose. The OD interventions act on the following 'focal points ' within the organisation:
I had been brief, but I hope I have clarified to your query.

From India
Hey Rajeev. Can you help me with some Change Management exercises? I have to train a batch of 15 executives on the topic. I need some activities for the program.
Would really appreciate help in this regard.
My e mail id is


From United Kingdom
Dear Rajiv, We were an Indian company acquired by a foreign company and lot of changes scheduled ahead of us. Please help me with your inputs to manage these changes at various levels. mandar
From India, Thana
Hi Mr. Rajeev.V
I found your insights about change management so useful. I am preparing a training workshop on change managemnt, but I have a different perspective, I am doing it on the effect of change on individuals or normal persons rather than on organizations. I am short of supplies. I need some games and activities and I don't have a clue where I can find any or how to improvise even. I need your generous help if you so shall please.
Email me please on
or via this link
Looking eagerly to hearing from you soon

From Kuwait, Kuwait
hi Mr. Rajeev i am currently working on a project on change management.it would be really nie of you, if u get me some debatable case studies on the same. pls mail me. thank you
From India, Pune

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