Why change efforts often fail

In his excellent book, Leading at a Higher Level, Revised and Expanded Edition: Blanchard on Leadership and Creating High Performing Organizations, Ken Blanchard gives 15 reasons why change efforts typically fail. 

1. People leading the change think that announcing the change is the same as implementing it.
2. People's concerns with change are not surfaced or addressed.
3. Those being asked to change are not involved in planning the change.
4. There is no compelling reason to change.  The business case is not communicated.
5. A compelling vision that excites people about the future has not been developed and communicated.
6. The change leadership team does not include early adopters, resisters, or informal leaders.
7. The change is not piloted, so the organization does not learn what is needed to support the change.
8. Organizational systems and other initiatives are not aligned with the change.
9. Leaders lose focus or fail to prioritize, causing "death by 1,000 initiatives."
10. People are not enabled or encouraged to build new skills.
11. Those leading the change are not credible.  They undercommunicate, give mixed messages, and do not model the behaviors the change requires.
12. Progress is not measured, and/or no one recognizes the changes that people have worked hard to make.
13. People are not held accountable for implementing the change.
14. People leading the change fail to respect the power of the culture to kill the change.
15. Possibilities and options are not explored before a specific change is chosen. (pp. 195-196)

I think this list accurately lists the reasons change efforts fail and is helpful in two ways.  One, if you've been involved in a change effort that was not successful you will probably find that at least one of the above reasons was violated in the effort.  The second way this list is helpful is that it will better prepare you for the next change effort you attempt to make in your organization.

For more detailed information about each of the 15 I highly recommend Blanchard's book as he discusses each of these in some detail.