The first prompt is structural
Organisations do not change because someone declares a transformation. They change when the structures that carry their behaviour, the feedback loops, the language, the decision rights, are altered enough that the old responses stop paying. Everything else is theatre with a budget.
The practice of change, then, is less about vision and more about prompts: small, deliberate alterations to the conditions under which people decide. Move the decision closer to the information. Shorten the loop between an action and its consequence. Name a thing precisely enough that the organisation can no longer pretend not to see it. None of these are grand; all of them shift what the system does next.
This is the work this blog is about. Not the rhetoric of change, but its mechanics: what to build, what to remove, and how to tell whether anything actually moved.