72% of leaders say their organisations are not fully ready for the changes ahead.
19 August 2026
That statistic stopped me when I read McKinsey & Company State of Organizations 2026 report (BTW I would recommend reading).
Not because change is new, but because despite everything organisations have learned about disruption, resilience and transformation, almost three-quarters of leaders still don’t believe their organisation is fully ready for what comes next.
Perhaps that’s because being ready for change isn’t the same as having a change plan.
You may have the strategy, the programme, the technology, the project plan even the communications, but what about the people who have to make it happen?
🔶 How comfortable are they with uncertainty?
🔶 How willing are they to challenge assumptions, experiment and unlearn what has worked before?
🔶 And are leaders creating the trust and psychological safety people need to speak up, learn and adapt?
McKinsey argues that organisations increasingly need to develop change as a CONTINUOUS capability rather than treating it as a one-off project.
I think that’s an important distinction.
Here at Resourceful People Group Ltd, we believe in “People First, Change Ready” and becoming change ready isn’t just about processes and plans.
It requires the human capabilities that enable people to navigate change successfully.
Emotional Intelligence (EQ) helps us understand ourselves and others, build trust and lead people through uncertainty.
Adaptability Intelligence (AQ) helps us respond when circumstances change, challenge what we know, learn, unlearn and adjust.
Together, I believe they are becoming essential ingredients of organisational change readiness.
🤔 So perhaps the question leaders should be asking isn’t simply:
“What’s our next change programme?”
BUT:
“How ready are our people and our organisation to continually adapt?”
Because when change is continuous, adaptability isn’t simply helpful.
It’s becoming an organisational capability.
