My dissertation in a nutshell. 🙂 Kelman (2005) argues that there is an ever-present group of employees who want change and are just waiting for a signal from management to initiate change – change vanguard. Change is all about transforming mental models and management just cannot mandate this transformation. Only the person can change his or her own mental models on their own. The best management that can do is provide the blueprint for change (the change vision) and the employees make the change vision their own.
Kelman, S. (2005). Unleashing change: A study of organizational renewal in government. Washington, DC: Brookings Institution Press.