Ronald Heifetz开篇就提到了the darkside of leadership：
Let’s face it, to lead is to live dangerously. While leadership is often depicted as an exciting and glamorous endeavor, one in which you inspire others to follow you through good times and bad, such a portrayal ignores leadership’s dark side: the inevitable attempts to take you out of the game.
其实就是说，你可能会失败，成为一个loser（O(∩_∩)O哈哈~）
不谈办公室政治、不谈其他问题，作者关注的是转型失败：
we’re talking about the high-stake risks you face whenever you try to lead an organization through difficult but necessary change. The risks during such times are especially high because change that truly transforms an organization, be it a multibillion-dollar company or a ten-person sales team, demands that people give up things they hold dear: daily habits, loyalties, ways of thinking. In return for these sacrifices, they may be offered nothing more than the possibility of a better future.
对于这种转型，作者称之为Adaptive change：
We refer to this kind of wrenching organizational transformation as “adaptive change,” something very different from the “technical change” that occupies people in positions of authority on a regular basis.
核心点在于，这种转型的问题本身就是在一个一个鲜活的人：
Adaptive problems ... the people themselves are the problem, the solution lies with them.
由此，很容易带来的就是，抗拒改变、抵制带来改变的人：
By attempting to undercut you, people strive to restore order, maintain what is familiar to them, and protect themselves from the pains of adaptive change. They want to be comfortable again, and you’re in the way.
怎么办？
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