What a 1958 Novel The Leopard Teaches Us About Managers' Behavior
“If we want things to stay as they are, everything must change.” How this famous line from The Leopard reveals the paradox of superficial change in workplaces, where managers resist real transformation while pretending to adapt.
4 min read
The Paradox of Change
The phrase “If we want things to stay as they are, everything must change” («Se vogliamo che tutto rimanga com'è, bisogna che tutto cambi») comes from the novel The Leopard (Il Gattopardo) by Giuseppe Tomasi di Lampedusa, first published in 1958. The book, set during the political upheaval of 19th-century Italy, explores themes of change, tradition, and power.
This iconic line, spoken by Tancredi, a young aristocrat, conveys a universal truth: superficial adaptation often conceals a deeper resistance to meaningful transformation. It’s a lesson that remains relevant today, especially in workplaces where some managers simulate change to maintain the status quo.
When Change Is Just for Show
A classic example of this dynamic in organizations is the performative reorganization:
- Announced changes: Job titles or team structures are shuffled, but actual roles and responsibilities remain unchanged.
- Symbolic initiatives: New strategies or technologies are introduced but lack genuine commitment to implementation.
- Token consultation: Employees’ feedback is sought, but critical issues are ultimately ignored.
These actions create an illusion of progress, masking an underlying resistance to meaningful transformation.
Why This Matters
Superficial changes often backfire:
- Erosion of Trust: Employees quickly recognize the lack of substance, leading to distrust in leadership.
- Wasted Resources: Time, effort, and money are spent on initiatives that deliver no tangible outcomes.
- Cultural Stagnation: Real opportunities for growth are missed, leaving organizations ill-equipped for future challenges.
The paradox of change in The Leopard (Il Gattopardo) warns us of the risks of superficial adaptation. In workplaces, pretending to change without addressing core issues may preserve the status quo temporarily but erodes trust and engagement over time. Genuine progress requires courage, not appearances.
What Do You Think?
- Have you seen changes that only looked meaningful but changed nothing?
- What breaks the cycle of fake change in organizations?
- Can you recall a time when real change preserved what mattered most?
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