Few outcomes are worse for an organization than devoting significant resources and time to an

institutional change effort only to have the enterprise revert to its old way of doing things.

These outcomes hurt employee morale and breed cynicism. It also makes employees and lower level
managers less committed to the next great organizational initiative that senior leadership wants to
sponsor.

The failure to implement lasting change frequently occurs because senior leaders underestimate the
difficulty of changing an organization’s culture. As anyone knows who has lived through a merger,
changing an organizational culture is a long and difficult process.

Salino, Mesa

In this lesson, I learned that successful organizational change management allows a corporation to keep
a consistent role during periods of general business change, allowing employees to remain engaged and
productive while new technology and procedures are implemented. However, there are other reasons
that contribute to the failure of change attempts. It could be a single factor or a mix of factors, such as
resistance to change, inadequate processes, a lack of institutional support, or poor timing. As a result,
when a change project fails, it can have a negative influence on the organization, thus leaders should
stay focused on their role in making the change effort successful.