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Arson versus Transformation: Dousing the Burning Platform

How many actually survive the burning platform, one out of ten? We hear about the one and attempt to model real life on the one exception. Real life is that, if the platform is burning, most will die.
So why are so many set on this idea that, to motivate transformation we must light our own platform on fire?
Consider this: When you need to move house - husband, children, pets, valuables - for whatever reason, do you set your house on fire during the middle of the night and hope that your family gets out alive? NO.
So why is there such a strong push for us to do it to our organizations? You don’t need a burning platform to transform. You need the right tools and everyone in the organization needs to know what they are transforming to, (where are they moving the family) how to transform by using the tools the right way, in the right situation, at the right time (packing the boxes, hiring the movers, scheduling the date) and know why they are transforming (“we are moving to a warmer climate for health, Daddy has a new job, we will be closer to Grandma”).
Creating and then responding to a contrived crisis is irresponsible and, worse yet, does not deliver sustainable results. Panic does not breed the best thinking environment.
What does the organization want to transform from and to? What is the chosen process or tools? Why are you changing? Once these are clearly understood by at least some of the decision makers, what is needed is a method for the rest of the organization to learn, practice and implement.