Change Fails…. How To Fix It
Quick Summary
Even the most promising change initiatives can unravel—often for reasons that are entirely avoidable. At LaMarsh Global, we’ve worked with organizations around the world and have seen the same patterns emerge again and again: unclear vision, lack of leadership support, communication misfires, and more.
This blog breaks down the 10 most common reasons change efforts fail—with real-world examples and practical solutions grounded in the Managed Change™ methodology.
Pitfalls & Fixes
Lack of Clear Vision and Objectives
The Pitfall: Ambiguity around the purpose, goals, and benefits of the change causes confusion and misalignment.
Real Talk: “We need to jump on the AI bandwagon!” But… for what purpose? Who’s supposed to use it? Is it safe to input confidential data? Who’s coordinating this?
The Fix: Define and communicate a clear vision and measurable objectives—with guardrails. Make sure everyone understands the “why” behind the change.
Insufficient Leadership Support
The Pitfall: Change doesn’t gain traction without visible, active leadership support.
Real Talk: Ever try launching a great idea with no leadership backing? It likely stalled—and left you frustrated.
The Fix: Engage leaders early. They need to champion the change, model key behaviors, and allocate resources.
Poor Communication
The Pitfall: Inconsistent, top-down messaging fuels resistance and anxiety.
Real Talk: “This will increase the stock price!” isn’t motivating if most employees don’t own stock.
The Fix: Build a communication strategy that’s clear, relevant, and two-way. Explain what’s changing, why, and how it affects real people.
Underestimating Resistance
The Pitfall: Assuming people will just “get on board” often backfires.
Real Talk: A safety initiative seemed like a no-brainer—until culture signaled that output mattered more than personal safety.
The Fix: Uncover the real sources of resistance. Engage stakeholders early, listen actively, and respond with empathy.
Lack of Employee Involvement
The Pitfall: Top-down decisions miss practical realities and lose buy-in.
Real Talk: Ever face a change that solves a problem no one has? It’s frustrating—and demoralizing.
The Fix: Involve employees in planning and decision-making. They bring insight, context, and critical support.
Inadequate Training and Resources
The Pitfall: Teams are expected to change—without the tools or skills to do it.
Real Talk: Are people unwilling—or unable—to change? That distinction shapes your next step.
The Fix: Provide targeted, timely training and ongoing support. Meet people where they are.
Ignoring Organizational Culture
The Pitfall: Culture eats strategy for breakfast—especially during change.
Real Talk: One team was told to reuse parts… but still rewarded for patenting new ones. That sends mixed signals.
The Fix: Align initiatives with your organization’s culture—or intentionally evolve the culture in tandem with the change.
Lack of Accountability and Follow-Through
The Pitfall: Without ownership and reinforcement, change loses momentum.
Real Talk: Like asking your teen to take out the trash. Once isn’t enough—you need reminders and follow-up.
The Fix: Set clear responsibilities, track progress, and build reinforcement into your post-launch plan.
Trying to Do Too Much at Once
The Pitfall: Stacking too many changes creates confusion and fatigue.
Real Talk: One client was managing an acquisition, new ERP rollout, and performance management overhaul—all at once. Guess which one got ignored?
The Fix: Prioritize. Sequence change strategically and allow people time to adjust.
Failure to Celebrate Short-Term Wins
The Pitfall: Only focusing on the long game makes the journey feel endless.
Real Talk: People are balancing business as usual and navigating new systems—without acknowledgment. That’s exhausting.
The Fix: Celebrate early progress. Recognize people’s efforts and reinforce the value of what they’ve achieved.
Moving Forward
Change doesn’t fail because people resist—it fails when we forget to support the people experiencing it. At LaMarsh Global, we help organizations build sustainable change by addressing these common pitfalls head-on.
Need help navigating change in your organization?
Contact us or explore our Managed Change™ methodology to get started.
