WHO MOVED MY CHEESE: The Problem with Change
Change is an inevitable part of business, but it is not always beneficial to organizational performance, to staff productivity, or the community. While change can prevent companies from becoming obsolete and irrelevant, the shift to a new way of operating often comes at a price. Blockbuster yielded to streaming services, steamships to airlines, accumulation of expertise to artificial intelligence, brick and mortar retail stores to Amazon. Amazon makes one click shopping convenient and efficient, but at what cost to local businesses and communities?
Senior employees may see things quite differently. For years, the way things have been done has worked well: customers are cared for, employees feel secure, there’s a sense of camaraderie among the staff, the community employees take pride in their work, and there is a healthy relationship between management and staff.
Constant and unpredictable changes can have a paralyzing impact on staff morale and productivity.
One day, a competitor makes an offer that’s hard to refuse. The company becomes a victim of its own success and is purchased by the competitor. The undeniable force of organizational change starts to take effect—some see it as a transformation, while others view it as a curse. A wave of changes begins to take place, many of which don’t make obvious sense. New management is brought in, new motivational slogans are introduced, and years of loyal service are forgotten. The constant and unpredictable changes can have a paralyzing impact on staff morale and productivity. Many view it as change for the sake of change—and they may be right. This scenario can not only be applied to the for-profit world but also in the nonprofit world.
A host of recently published books are filled with horror stories about the negative impact of organizational / corporate change—most notably the intensely academic book by Ashley Goodall, The Problem with Change and the Existential Nature of Human Performance. “The problem with change,” Goodall argues, “is that a culture where everything from people to processes to strategic priorities are constantly in flux exerts a psychological toll that undermines motivation, productivity, and performance. And yet so accustomed are we to constant churn that we have become numb to its very real consequences.”
For many leaders today, change has become the ultimate easy button for leaders who pursue it with abandon, unleashing a torrent of disruptions on employees. The result is what Goodall calls “life in the blender”—a perpetual cycle of upheaval, uncertainty, and unease. Employees wonder if their job is the next thing to be cut.
There is, however one book that serves as an outstanding exception, portraying that change is to be welcomed, expected, and embraced. After years of sharing this little story about the positive aspects of navigating change, Spencer Johnson was persuaded to publish it (Penguin-Putman Inc., 1998). Who Moved My Cheese is a 91-page parable about embracing change. First published in 1997, it has sold 27 million copies and remains relevant today.
Who Moved My Cheese
Who Moved My Cheese? is a simple parable about dealing with change. It follows four characters—two mice, Sniff and Scurry, and two “Littlepeople,” Hem and Haw—who navigate a maze in search of cheese, which represents the good things in life (e.g., a job, a relationship, success, financial security, etc.).
The narrative explores how each character reacts when the cheese is moved. The Littlepeople, Hem and Haw, tend to be wiser and more analytical. The two mice, Sniff and Scurry, spend little time deliberating their predicament but follow their instincts and get busy looking for another pile of cheese. Both pairs possess strengths but stand to learn from the respective wisdom and instinctiveness of the other.
The parable’s power lies in its simplicity and broad applicability.
Sniff and Scurry are proactive, quickly adapting to change by relying on their instincts as they move forward in the maze to find new cheese. In contrast, Hem and Haw are initially resistant and stuck in their old ways, experiencing fear and denial. Eventually, Haw overcomes his resistance and finds new cheese, while Hem insists on staying put.
The parable’s power lies in its simplicity and broad applicability. It highlights key lessons about managing change:
Anticipate change: Sniff and Scurry regularly checked their cheese supply, anticipating potential shortages. This proactive approach minimizes the impact of change.
Adapt quickly: The mice’s instinctive adaptation underscores the importance of flexibility and embracing change rather than resisting it.
Overcome fear and denial: Hem’s initial reactions are common human responses to change. However, his eventual acceptance and adaptation demonstrate the potential for personal growth and success.
Monitor the environment: Haw learns to regularly check for changes in his environment, preventing future surprises.
Embrace change: The story emphasizes the inevitability of change and the benefits of adapting to it rather than fighting it.
The book encourages readers to anticipate, recognize, and adapt to change as part of life, all while maintaining a positive attitude in the face of uncertainty. These tools are valuable for personal and professional development, offering a simple framework for coping with change and achieving success in a constantly evolving world. We cannot avoid change–even when we would like to. We can, however, learn how to anticipate the changes to come and adapt to them optimistically.
Eddie Thompson, Ed.D., FCEP
Founder and CEO
Thompson & Associates
“If we merely aim for the industry standard, then our goal is mediocrity. Emulating the average nonprofit, we are destined to live with all the problems the average nonprofit faces. So, we suggest you aim to be exceptional in your approach to fund development.” —Eddie Thompson
copyright 2025, R. Edward Thompson
