Why Thanos Was Wrong: Change and Its Inevitable Resistance
“I know what I must do. I will shred this universe down to its last atom and then, with the stones you’ve collected for me, create a new one teeming with life that knows not what it has lost but only what it has been given. A grateful universe.” — Thanos, Endgame (2019): Beginning of The Final Battle
Even someone like Thanos (#spoiler-alert!) who held the ability to wipe out half of the universe found introducing a change that was meant to be for the greater good challenging (Also, the article references the Marvel-Cinematic-Universe Thanos, not the death-obsessed murderous Thanos from Comics).
Putting aside the classic epic villain syndrome and their controversial evil plans, the great cost (wiping out half of the lives in the universe), numerous stakeholders (the remaining half of the people who will experience the loss), and the impossible implication to execute the plan (gathering all 6 Infinity Gems out of nowhere and literally Knowhere), are all the common scenarios I encountered (sometimes painfully) when introducing changes in the organizations.
It was impossible to execute the plan with those that are aware of the loss, but it was also impossible to kick-start if those needing the change are not aware of it. Worst of all, the vision we tried to achieve was so under-appreciated, we had to fight the people we tried to benefit.
I know the Marvel analogy has been overused in the past few years, but I did drop a few emotional tears out of Déjà vu when Thanos gave his last speech in the final battle in Endgame. Thanos, my heart is with you — getting people to adopt change is difficult, and that, is inevitable.
(aside from the obvious like burning half of the company down is never a good idea…)
You can’t expect to change people just by snapping your fingers, you have to bring them along on the journey. change management isn’t a negotiation where you meet people halfway (“you want 100% of people in the universe wiped out, we want 0%, so let’s settle on 50%”). As cliché as it gets, It is about aligning all party’s interests towards a common goal. Wiping out half of the universe isn’t the ultimate goal of Thanos but only a means. He wanted to save the universe from the conflict of resources, to prevent death and suffering.
Too often, change managers continuously tout the benefits of change, how great it is for the company’s greater good, and how everyone must make a sacrifice while ignoring what it really feels and looks like from the aspect of the people receiving change. Thanos’s change manager tried this trick, but his rhetoric contrasted with reality. Sometimes, the thin line between a savior and a mad titan is only how you execute the change.
“Hear me, and rejoice. You have had the privilege of being saved by the great Titan. You may think this is suffering, no, it is salvation. The universal scales tip towards balance because of your sacrifice.” *destroying all the Asgardians on the ship* — Ebony Maw, Endgame (2019): Opening Scene
#Digital #DigitalTransformation #Disruption #Innovation #Technology #ThereTherePoorThanos #CustomerJourney #CX #StakeholderManagement #NoFilter #ResistanceToChange #數位 #數位轉型 #轉型內傷的每一天
