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Seventy percent. That’s the of how many change initiatives fall short of their goals. From digital transformations to cultural overhauls, change is hard — and many organisations get it wrong. 

But what separates those that succeed from those that stumble? It’s not the size of the budget, the quality of the strategy, or even the urgency of the goal. It’s leadership.

At its core, change is a people process. And yet, too many leaders focus on structural shifts and new tools, without addressing the most complex part of the system: the humans within it.

So — why does change fail?

1. Leaders underestimate the human side of change

Change isn’t just a strategic move; it’s an . As outlined in the popular , people often experience uncertainty, fear, and even grief during periods of transition. When leaders focus solely on outcomes and overlook the emotional toll of change, resistance grows and momentum stalls.

2. One-off communication 

It’s not enough to make a grand announcement and hope everyone gets on board. Communication is the single most important strategy in managing change, and great leaders make it a priority.
Communication should be ongoing, two-way, and transparent. Early and regular conversations during periods of change are essential, and people should be provided with opportunities to provide feedback — and importantly — have their feedback heard.

3. There’s no clear 'why' behind the change

Without a compelling reason, change feels arbitrary. Great leaders highlight why change is both good for their people and the company overall by creating a vision for change and sharing it with employees. The following can be used to help craft a vision for change:

1. How will the organisation operate once the change is made?
2. What will employees experience because of the necessary transitions?
3. Will there be tangible results? What will those results look like?
4. Will there be a sense of accomplishment? What will that feel like?
5. What will the rewards be, both for the individuals and the organisation as a whole?

Becoming an effective change agent

As the pace of change in corporate ÐÓ°ÉÖ±²¥ accelerates, effective change agents —people who can lead and inspire others to implement initiatives smoothly and successfully — are increasingly sought-after. 

Our short course is a practical and skills-based course designed for current and aspiring leaders who are navigating the complexities of organisational transformation.

Through – which is next running on Tuesday 13 and Wednesday 14 May – you’ll have the opportunity to:

• Understand the various elements of change and change programs.
• Identify attributes of the effective change agent and consider the strengths and limitations of your own change leadership expertise.
• Consider tactics for dealing with organisational politics, which can become more significant in the context of change.
• Apply methods, techniques and ideas to specific change projects that you may be currently involved in.