“We’ve Always Done It This Way” — And Other Famous Last Words

Woman with code projected on to her face

Let’s talk about organisational change. Or as some teams like to call it: “That thing we pretend to do until the consultants leave.”

Now, I get it. Change is hard. It’s messy. It’s uncomfortable. It’s like trying to teach a cat to swim — technically possible, but emotionally traumatic for everyone involved.

But here’s the truth: mindset is the real game-changer.Not the new software. Not the shiny strategy deck. Not even the motivational posters in the break room.

The Myth: “We’ve Always Done It This Way”

Ah yes, the sacred chant of stagnation.If I had a pound for every time I heard this phrase, I’d have enough to buy a flip chart for every HR manager in the West Midlands.

But let’s be honest — the last five years have shown us that organisations can change.They have changed.Sometimes because they wanted to.Mostly because they had no choice.

The pandemic didn’t ask for permission. AI didn’t send a polite email.And your competitors didn’t wait for your quarterly review to start innovating.

The Mindset Shift: From Resistance to Resilience

Here’s what I’ve seen in the trenches:

• Teams clinging to legacy systems like they’re family heirlooms.

• Managers dictating strategy from the boardroom like it’s a royal decree.

• Employees responding with “I just did what I was told” — even when the ship hits the iceberg.

But when organisations shift their mindset — when they move from directive to collaborative, from fearful to empowered — magic happens.

Take the sales team I worked with. Brilliant technicians. Terrified of the word “sales.”We reframed it: sales isn’t selling — it’s solving.It’s helping people.It’s changing lives.

We celebrated wins. Shared testimonials. Sent kind emails.And suddenly, competition turned into collaboration.Targets became shared goals.And no one needed a pep talk from a laminated poster.

What HR Leaders Can Do

If you’re planning change, here’s your cheat sheet:

1. Bust the myths — especially the “we’ve always done it this way” one.

2. Create psychological safety — let people speak up without fear.

3. Celebrate behaviours, not just results — amplify what’s working.

4. Bring in external voices — coaching and mentoring can shift perspectives faster than a thousand internal memos.

Because sometimes, people need to hear it from someone who isn’t their manager.Someone who can say, “Yes, your spreadsheet is impressive — but let’s talk about your mindset.”

Final Thought

Change isn’t just about strategy. It’s about psychology.And if you want your organisation to thrive, you need to start with the one thing that drives everything else:

Mindset.

Let’s change it — together.

Kingsley