The tendency for new leaders to want to put their “stamp” on the organization and its products is a natural result of the desire to self-enhance — to want to feel good about ourselves by showing what we can do. Continuing what has been successful in the past doesn’t feed our egos nearly as much as making a change that will be identified with us.

The problem is that all too frequently, change for change’s sake is harmful or worse for organizational performance. To read the rest of this excellent post by Stanford professor Jeffrey Pfeffer, go to http://blogs.bnet.com/ceo/?p=2829&tag=nl.e713