In the context of change management, what is the purpose of creating urgency?

• A. To complete the change quickly
• B. To boost employee morale
• C. To mobilize action and overcome complacency
• D. To assign blame to slow adopters

Answer: (C)

Creating urgency is about mobilizing action and overcoming complacency. People often resist change because the status quo feels safe or they don’t see a compelling reason to shift. By clearly presenting why the change is needed—through data on performance gaps, risks of inaction, or potential benefits—leadership helps everyone recognize that waiting could be costly. This shared sense of necessity generates momentum, aligns energy and resources, and drives people to participate in the change rather than stay put. It’s not simply about finishing quickly or boosting morale as the primary aim, and it isn’t about assigning blame to slow adopters; the goal is to catalyze concerted action.