Most change initiatives fail to deliver the expected organizational benefits time and again for the same reasons.
Organizations and the Change Imperative
The rate of organizational change has not slowed in recent years. In fact, with the Global Financial Crisis continuing to send shock waves to all four corners of the globe, the frequency of change appears to be increasing. Consider the other myriad drivers of change. For example, the rapid and continual innovation in technology is forever requiring changes to organizational systems and processes. Witness the startling growth of the internet and micro-devices, which is enabling much faster and easier access to knowledge. Add to this the increased expectations of employees as they move more freely between organizations. It is no wonder that relentless change has become a fact of organizational life. In spite of the importance and permanence of organizational change, most change initiatives fail to deliver the expected organizational benefits. Research over many years indicates that well over half of major change initiatives fail. Kotter, McKinsey and Blanchard put the failure rate at 70% whilst a recent IBM Corporation study reports a failure rate of almost 60%.
Common Reasons for Change Program Failure
There is a recurring theme to the reasons for the high rate of change program failures. You may recognize one or more of these reasons in your organization’s change program challenges.
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