I realized early in my career, that even when my job was writing code, it still involved change.  The programs I wrote changed the way people did their jobs, and sometimes how they felt about their jobs.Four pain points in organizational change: People may not want to change. This is often called resistance.... but it can be a resource. Nothing really changes, in spite of extensive (and expensive) training and coaching. Deep change requires looking beneath the surface to "see" underlying structures and factors that hold the pattern in place.One size fits none, and everyone wants an exception. It isn't possible to anticipate (or accommodate) every context and every variation. One size may fit some, but may be a mess in other parts of the organization..People rely on positional power and persuasion. Systems influence behavior, but it takes humans to change systems. In this part, we'll explore how to build a network of influencers and find support. My most recent book: 7 Rules for Positive Productive Change: Micro Shifts, Macro Results.  Available on Amazon.com or where ever books are sold.My website: estherderby.com.