Why One-Size-Fits-All Change Management Doesn’t Work

Why One-Size-Fits-All Change Management Doesn’t Work

At A Glance:

• Every organization faces change, but managing it requires tailored strategies—not generic frameworks.
• Successful change requires understanding your people; leadership style, generational preferences, and communication channels all matter.
• KBS helps organizations create tailored change strategies that prioritize flexibility and adaptability.

In today’s fast-paced and complex business environment, change is inevitable and frequent. Whether it’s digital transformation, organizational restructuring, or shifting regulatory and market demands, change is a constant across Saudi organizations. However, while the need for change is universal, the method for managing it is anything but. The idea of a one-size-fits-all change management model is not only outdated, it’s ineffective.

Why One-Size-Fits-All Change Management Doesn’t Work?

1. Context Is Everything

No two organizations are alike. For example, a large government entity operates differently from a private sector tech start-up. Using the same playbook in every setting ignores crucial differences—such as company size, culture, governance, and vision. Change management that doesn’t consider these variables often leads to resistance, confusion, or failure.

2. People and Culture Drive Change

Change doesn’t just happen to organizations; it happens through people. This is where many off-the-shelf frameworks fail. What drives action in a hierarchical, process-driven culture may backfire in a flat, entrepreneurial startup. Leadership styles, employee demographics, communication preferences, and generational mindsets all influence how change is received.

For example, Baby Boomers may prefer detailed, face-to-face briefings, while Gen Z expects digital, interactive engagement (SHRM, 2025). A command-and-control approach might work in one environment but create resistance in another. Ignoring these human factors quickly erodes trust and engagement—the essential elements for successful change.

3. Flexibility Over Rigidity

A rigid change management framework limits agility. There’s a big difference between updating one process in a single team and transforming an entire organization. Some changes are small and quick; others are complex, long-term, and risky. A one-size-fits-all approach often overlooks this spectrum and applies too much (or too little) structure, creating friction and frustration

How Do Organizations Design an Effective Change Management Framework?

1. Design Tailored Framework

Proven frameworks like Kotter’s Eight Steps and Prosci’s ADKAR Model offer valuable guidance, but only as starting points. Leading organizations blend elements from multiple methodologies, adapting them to their unique challenges and opportunities.

2. Assess Scope and Impact

The scope and complexity of a change effort often determine the level of support required. Understanding which stakeholders will be affected and conducting a change readiness assessment provides a strong foundation for planning.

3. Prioritize Communication

Clear and consistent communication is the cornerstone of effective change management. It is crucial to articulate precisely what is changing, the reasons behind the change, and the anticipated benefits for the organization. The messaging should be tailored to resonate with the specific audience, which helps in setting realistic expectations and encouraging buy-in from all levels of the company.

4. Involve Employees Early

An organization’s greatest asset isn’t its products, services, processes, or technology—it’s its people. Engaging employees from the start, organizations can gather valuable input, foster a sense of ownership, and reduce resistance to change (Prosci, 2025). This approach helps to create a sense of shared responsibility and accountability.

5. Plan for Resistance and Learning Curves

Resistance to change is natural, and it’s essential to anticipate and plan for it. This involves identifying potential sources of resistance and developing strategies to address them, such as coaching, training, and open communication. Ongoing support is also crucial, as people adapt to change at different speeds.

6. Build a Network of Change Champions

Having a network of change champions can help to build momentum and trust. Having advocates across the organization helps build momentum and trust. In many complex organizations, these champions become a bridge between leadership and employees, making change feel less imposed and more shared.

7. Monitor, Learn, and Adapt

Change management is an iterative process that requires continuous monitoring, learning, and adaptation. This involves collecting feedback, measuring adoption rates, and adjusting the approach as needed (Prosci, 2022). By embracing this mindset, organizations can remain agile and adopt a culture that is open to change.

In conclusion, rolling out a change management framework right off the shelf is like offering Saudi coffee and leaving out the dates—technically you’ve followed the rules, but you’ve missed the heart of the tradition. People notice when something doesn’t quite fit. The real magic happens when leaders pay attention to those details, ensuring everyone feels included and valued. Because effective change management isn’t about ticking boxes; it’s about making people feel like they belong in the change you’re building together.

How KBS Can Help?

At Kafa’at Business Solutions (KBS), we believe effective change is never one-size-fits-all—it’s about co-creating solutions tailored to your unique context. Our change strategies blend proven frameworks with a practical, people-centered approach, ensuring every step aligns with your goals and values. From agile implementation to real-time adaptation, we refine strategies using data and feedback to maximize impact and buy-in.

Whether you’re going through a transformation or seeking to enhance employee engagement, KBS helps turn complexity into opportunity and resistance into momentum. With us, change isn’t just managed—it’s meaningful, sustainable, and a growth accelerator.

If you’d like to learn more about how we can assist, don’t hesitate to reach out!

About the Author:

Reem Al Harthi is a management consultant specializing in public sector advisory. She currently serves as a Senior Consultant at KBS, where she supports government and enterprise clients in shaping future-ready strategies, leading organizational assessments, and developing innovation-driven work culture. She is passionate about helping organizations design agile structures, activate cultural change, and build leadership capabilities that drive sustainable impact in alignment with Vision 2030.