"It's a familiar story for key stakeholders. A major company shift, like a new business direction or a full restructuring, launches with fanfare. But soon, the initial excitement gives way to a quiet, slow failure. Six months in, the expensive new software is mostly untouched, and teams have slipped back into their old routines. Every detail of the rollout was managed perfectly, except for the one that mattered most."
"Ignoring this discipline is a costly gamble, and the numbers back it up. Research from firms like McKinsey confirms that 70% of large-scale change programs fail to achieve their intended goals. Their research consistently identifies employee resistance and a lack of supportive management behavior as primary causes of these failures. The field itself is a well-established discipline, built on decades of work by experts like Harvard's John Kotter, who developed proven models for leading change."
Change management is the process of guiding people through organizational disruption to secure adoption of new ways of working. Employee resistance and lack of supportive managerial behavior are primary causes of large-scale change failure, with research showing about 70% of programs fail to meet goals. Effective change management anticipates concerns, builds buy-in, and helps people adapt to new roles and tools. Successful initiatives improve financial returns, retain top performers, and increase readiness for future challenges. Neglecting the human element often leaves technology and plans unused and undermines project ROI. Change management draws on established models from decades of organizational research.
Read at TalentLMS Blog
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