Change isn’t a PowerPoint deck. It’s messy, human, and hard to get right.
But the best change leaders know you can’t force it — you can only guide it. With structure, with empathy, and just enough magic to make people believe.
In this post, Mark Murphy shares five lessons from an unlikely expert: Nanny McPhee. Whether you're leading a team or an entire programme, there’s wisdom here for anyone facing resistance, uncertainty, or the weight of “what now?”.
“When you need me, but do not want me, then I must stay. When you want me, but no longer need me, then I have to go.”
Effective change managers are most essential during uncertain times, even if people resist their presence. Our goal is to build capability and resilience in the organisation so that, eventually, your teams can thrive independently.
Just like in the film, where we see chaotic reactions and resistance to change. Nanny McPhee brings structure and clarity.
Organisations like ours, who are in transition, often face confusion and resistance. The first step in managing change is establishing clear goals, structure, and leadership accountability, laying the foundation for transformation.
Nanny McPhee doesn't force change or bark orders; she models behaviour and empowers people to learn the lessons.
True business transformation happens not through top-down mandates alone, but through consistent modelling, feedback loops, and support - empowering teams to internalise new ways of working.
Nanny McPhee wins hearts before changing habits.
True change starts with empathy. Understand the people impacted - what they fear, what motivates them, and how they experience change. Communication, inclusion, and support are not just nice-to-haves; they are essential to success.
We do this through Personas flowing through design and change.
Nanny McPhee brings order to chaos, anticipating problems before they escalate.
Change often reveals hidden risks. We must build flexible plans, identify resistance and potential problems early, and find ways to mitigate them. Optimism without preparation is just wishful thinking.
She arrives exactly when she’s needed, with the right tools for the job.
Change managers must be equipped - stakeholder maps, impact assessments, communication plans, training strategies, readiness trackers. Preparation builds credibility and confidence when navigating uncertainty.
Nanny McPhee’s final act is letting go, because they no longer need her.
A change manager's role is to enable others. Sustainability means transferring ownership to leaders and teams, empowering them to continue without constant guidance.
Nanny McPhee always understands the root of the problem before acting.
Ask, observe, and listen deeply before introducing solutions. Understanding the context, alongside our culture and our people ensures interventions land well.
Change isn't about control, it's about trust. It's not about quick fixes, it's about building foundations. And just like in the story, the real magic of change happens not in grand gestures, but in quiet moments of progress, when people start to believe, adapt, and lead the way forward themselves.