Accepting change is hard. Getting other people to change is even harder. The hardest of all is getting change to last. Often, transformation efforts last only as long as the change agents are around; teams revert back to their old behaviors when they leave. This has a lot to do with confidence and buy-in. Change is usually rushed, and forced by “experts” who use phrases like “trust me” or “this is industry standard”. With a rushed process, it is easy for people to resist change, thinking that the change does not apply to their culture, problem or domain. But with some extra time, commitment, relationship building, and empathy, lasting change is possible.