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Why Change Fails

Ever wondered why that latest initiative may have taken a nose dive and bombed?
Here are some of the most predictable reasons why any change efforts may typically fail!

  1. People leading the change think that announcing the change is the same as implementing it.
  2. People’s concerns about change are not surfaced or addressed.
  3. Those being asked to change are not involved in planning the change.
  4. There is no compelling reason to change – the business case is not communicated.
  5. A compelling vision that excites people about the future has not been developed and communicated.
  6. The change leadership team does not include early adopters, resistors or informal leaders.
  7. The change is not piloted, so the organisation does not learn what is needed to support the change.
  8. Organisational systems and other initiatives are not aligned with the change.
  9. Leaders lose focus or fail to prioritise, causing “death by 1000 initiatives.”
  10. People are not enabled or encouraged to build new skills.
  11. Those leading the change are not credible – they under-communicate, give mixed messages and do not model the behaviours that the change requires.
  12. Progress is not measured or no-one recognises the changes that people have worked hard to so far implement.
  13. People are not held accountable for implementing the change.
  14. People leading the change fail to respect the power of the existing culture to kill the change.
  15. Possibilities and options are not explored before a specific change is chosen.

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