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Sadly, I’ve watched many centralized change teams (e.g., Lean Offices, Agile Groups, Morale Committees) die organizational deaths. Much of the suffering prior to their demises has been at their own hands, though I doubt they would ever see it that way. Hence, I offer my perspective as another version of the story that may prompt self-reflection and learning. I’ll focus on three main ways that a change team dies, which include coercion, lag time and a focus on self. Afterwards, I will offer a potential solution of implementing employee empowerment, while minimizing business risk.