Why do so many change initiatives fail, even when well-planned? Despite major investments in digital transformation, organizational development, and process improvements, many organizations struggle to make change stick.
Research from McKinsey & Company shows that 70% of change programs fail, mainly due to employee resistance and weak leadership support. The difference? The organizations that succeed put people at the centre of change and use structured change management models.
Technology doesn’t drive change, people do
It’s easy to assume that rolling out new systems or processes guarantees success. But research from McKinsey, Prosci, and Gartner tells a different story. While technology can be implemented overnight, behaviours take time to shift. Well-designed processes only work when employees are engaged. Data can be controlled, but emotions, fears, and habits don’t follow the same logic.
Organizations that get it right focus on people. Managing the human side of change leads to stronger adoption, less resistance, and better long-term results.
Case study: Skånetrafiken’s ticketing system overhaul
When Skånetrafiken introduced a new digital ticketing system, both employees and commuters initially resisted the change. Many passengers were hesitant to let go of the old system, some stakeholders felt left out of the conversation, and certain user groups struggled with digital interfaces.
What helped?
Early engagement with employees and passengers helped build trust before the launch. Transparent communication addressed concerns. Ambassadors and early adopters eased the transition.
Despite initial pushback, satisfaction improved over time. The takeaway? Success isn’t just about the system, it’s about how well people adapt to it.
2025 trend: AI and organizational change readiness
The same challenges apply to AI adoption. Many organizations are eager to implement AI, but those that ignore the human factor risk repeating past mistakes.
For many, the biggest concern is job security. Will AI replace jobs or enhance them? Leaders must rethink decision-making, and employees need new skills to work effectively with AI.
The real question isn’t just “Can we implement AI?” but “How do we ensure people trust and use it?”
So, what makes the 30% successful?
Organizations that navigate change well have a few things in common. Leadership engagement builds trust. A structured approach like the Prosci ADKAR model ensures a smoother transition. Clear communication and ongoing feedback reduce uncertainty and drive buy-in.
Leadership in change management isn’t just about rolling out new initiatives. It’s about making sure people embrace them.
Your key takeaway
The organizations that engage employees early, adapt their leadership approach, and use structured change management effectively are the ones that turn transformation into lasting success. A value-driven digital transformation contributes to sustainable business development.
The real question for leaders isn’t “Are we changing?” but “Are we bringing our people with us?” Those who get this right turn transformation into a competitive advantage.
The best part? We’re here to help.
