The following are seven factors that people use to evaluate their responses to change:
How does it affect them?
How does the change move them toward something that they want or need?
Are the costs of changing less than the costs of not changing?
How much do they know about the change, and how much credibility does the person communicating it have?
How much influence can they have on the change process?
Did the change produce a valuable result?
How does this change add to or reduce their overall ability to function and cope?
The following are the top 10 reasons, in no particular order, why change fails:
Lack of planning or resource allocation
Lack of a defined goal, purpose or result
Lack of measures or metrics to evaluate success
Lack of accountability
Lack of buy-in for the change
Lack of processes or guidelines
Lack of communication by leaders about what the change is
Allowing resistance to derail the change
Not allowing the change to take hold before moving on to the next change or initiative
Taking on too many things at one time