ABSTRACT
Any theory or approach will have its champions, supporters and exponents. Successful change in any field, even the most scientific and technical, needs passion and commitment. But passion can become prejudice; debate can be replaced by dogma and what is essentially a set of propositions can become a set of beliefs. Many change processes are experienced or perceived as dogmatic with no opportunity or freedom to question the concepts upon which they seem to be founded or the process by which they are being applied. The chapter makes it clear that mythologies cannot be changed, though we do advocate the provision of opportunities for people to form new mythologies. It recommends that leaders seek to develop an understanding of the mythologies held by those whom they lead. The chapter argues for a disciplined approach to a change programme as that is essential for success.
