# Change for Change’s Sake is Pointless

> Change adopted as a trend rarely lasts; change that solves a real problem does. A lesson from moving leadership development beyond the classroom.

- Source: https://bodhih.com/change-for-changes-sake-is-pointless/
- Publisher: Bodhih Training (Bengaluru, India; since 2008)
- Last updated: 2026-10-15
- Contact: solutions@bodhih.com · +91 99000 11601

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Change adopted as a trend rarely lasts; change that solves a real problem does. A lesson from moving leadership development beyond the classroom.

Change for change's sake is pointless because changes adopted as trends or catch-phrases, without a clear problem to solve, rarely last. Change that starts from a specific client issue sticks. Bodhih learned this when a Bengaluru technology client asked to move second-line leadership development beyond the classroom, using self-directed, facilitated, social and neuroscience-based learning.

Last updated 15 Oct 2026 · Bodhih Insights team · reviewed by [Siddharthan VGJ](https://bodhih.com/siddharthan-vgj/), Founder

At Bodhih, we are constantly inundated with requests from our pool of 2,000+ clients to help them overcome their organizational challenges. A couple of years ago, we had conducted a series of workshops for a technology firm in Bangalore. The objective was to develop their second-line leadership.  The effectiveness of our series of workshops was substantiated by their phenomenal level of retention, with over 90 % of their leadership team still at the company.  They were now done with the idea of [classroom training](https://bodhih.com/classroom-training/) and were actively looking for other ways to ensure learning and development.

A focused discussion with our internal think tank brought out some interesting ideas and approaches to ensure employee learning and development. These were based on the principles of self directed learning, facilitation, social media based learning and neuroscience. More importantly, it helped us realize that unlike many training organizations that include a variety of training methods that are still delivered in a classroom, we were thrown a challenge – to step completely out of the classroom model while still ensuring the employees’ continuous learning.

Many organizations want to change for change’s sake. It could be an ‘In-Thing” or the “latest paradigm followed by 20% of their competition” or “the next best thing that could revolutionize the industry” They are all catch-phrases, nothing more. Without well-directed and well thought-ought change, the entire effort often proves pointless.

But when change is spurred by a desire to to help a client solve a tricky issue, you can be assured – this change is meant to stay!

## Quick answers

### How can employee learning continue outside the classroom?

Learning can continue outside the classroom through self-directed learning, facilitation, social media based learning and approaches informed by neuroscience. These methods let employees keep developing on the job instead of waiting for the next workshop, and work best when chosen to solve a specific business problem rather than to follow a trend.