How to introduce change without compromising on performance - part 1

What would happen to a runner of the 110m hurdles who, if between one hurdle and the next had an official run out and move the next hurdle just that little shorter?

I am going to assume that the athlete would surely stumble with their rhythm being interrupted, probably fall and have to get back up. After dusting themselves off they would have to start again to try and get into a rhythm. That is what it is like in a business if a change is introduced suddenly and poorly.

So what if the athlete was told beforehand of the change at the eight hurdle, and could plan and practice for him or herself in advance, knowing when the change would take place and what impact it would have on his/her stride. Couldn't they then  could work with their coaches (leaders) on how to adapt and still finish the race, hopefully in the top three? 

That is the whole focus and intention of change management and of strong change leadership. A combination of both can decrease the performance 'gap' that may occur while a new rhythm is achieved. Organisations who understand this embrace those disciplines, organisations who don't stagger along. Sure they may find some sort of recovery rhythm, but the constant fear of another change will soon have the  athlete become tired and eventually exhausted. Some would say change fatigued.

How does your organisation perform in this arena? Do they focus only the basics such as food (inputs) and race results (outputs). Or are the coaching staff sophisticated enough to understand the benefits of engaging their athletes in all aspects of the race giving the 'athletes' notice of changes coming up so they can achieve their peak performance?