Most existing frameworks tend to want to discard the current situation in favour of a new corporate culture, thus discarding the best of what already exists. 

A new paradigm for the management of change is required because changing an organisation’s culture is a contradiction in terms. This is because cultures act to preserve themselves and to protect their own living existence. So rather than seeing change as a ‘thing’ opposing continuity, it is considered as a difference.  Organisations seek change to preserve the company, profitability, market share and core competence. The reason for changing certain aspects is to avoid changing in other respects. In short, organisations must reconcile change with continuity in order to preserve an evolving identity. 

The new methodology is centred on diagnosing the tensions between the current and ideal corporate culture. These tensions manifest themselves as a series of dilemmas. The new approach for the management of change is to reconcile these dilemmas. Compromise alone is insufficient.