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    wo questions:

    1. What problem am I trying to solve?

    2. What will success look l

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    Leading organizational change requires a manifesto for change. Your manifesto begins by saying the following:

    1. I understand that all progress requires change but all change is not progress.

    2. I understand that all change comes from leadership but not all leaders can drive change.

    Okay, if you truly get that the next step is to answer these two questions:

    1. What problem am I trying to solve?

    2. What will success look l

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    ing the following:

    1. I understand that all progress requires change but all change is not progress.

    2. I understand that all change comes from leadership but not all leaders can drive change.

    Okay, if you truly get that the next step is to answer these two questions:

    1. What problem am I trying to solve?

    2. What will success look l

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    s not progress.

    2. I understand that all change comes from leadership but not all leaders can drive change.

    Okay, if you truly get that the next step is to answer these two questions:

    1. What problem am I trying to solve?

    2. What will success look l

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    ders can drive change.

    Okay, if you truly get that the next step is to answer these two questions:

    1. What problem am I trying to solve?

    2. What will success look l

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    wo questions:

    1. What problem am I trying to solve?

    2. What will success look like when I solve it?

    It’s important that you answer the two questions above. They are the key to your change success. Because you must know that the bridge between what problem you are trying to solve and what success will look like when you do will hinge on the execution of the following steps:

    1. You must stop BS’ing yourself about where your organ

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