[Ruth Ng]

From what I see, the change management failure are mostly due to lack of executive support and inconsistent communication as well as change-resistant culture and attitude.

[Charanjit Sodi]

> Lack of executive support and active sponsorship
> Lack of effective communication led to misalignment
> Lack of change buy-in and solution support created resistance
> Limited knowledge and resources for change management
> Change-resistant culture and attitude

[Christina]

completely agree with the lack of effective communication being a major obstacle. Specifically, the assumption that communication from the top will trickle down has been, in my experience, unreliable.

[Woon Pheng Ong]

I believe change management starts with buy-in from the top. If this is not done correctly, coupled with the appropriate incentives, the desired change will not be realised.

[Hamood Alhajri]

Lack of comprehend the new process by employees. In this situation, I would recommend to conduct forums.

[Kishore Ganesh]

Failure to involve employees in the change process. poor or inefficient communication. inadequate resources or budget – see cost of change management. resistance to organisational culture shift.

[Necole Ezell]

Involving employees in the change management process is critical to success. Communication should be transparent, at the right level for the targeted audience, and consistent in both frequency and messaging.

[asalmen]

I like what was said in the videos that:
– this needs to be top management’s goal, and they must be seen as wholly onboard with the acquisition
– it is a project, and must be managed.
– push decisions down as far as possible so its the operations people who are being forced to think about how the integration will happen.

[Camilo Franco]

Communication is key when working with cross-functional teams. The process will be entirely disjointed unless you have setup specific communication touch points and set out clear expectations for everyone to be aligned.

[Boon Hean Lee]

Lack of involvement of the right employees, lack of support from key leaders, and ineffective communication.

[Author]

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