Introduction. Why does change management fail so often? According to management gurus, such as Harvard Business Review authors john Carter and Ron ashkenaz, only roughly 30 to 40% of change management initiatives are successful. Although there may be good intentions for change, such as trying to set the company apart, introducing innovative products, gaining a larger market share to grow or try to salvage the company amidst the crisis. What often goes wrong is the lack of understanding of human behavior. Management literature is filled with statements about the importance of the human factor in business.

Some organization suggests that their human resources are their greatest asset, and they make conscious efforts to build to invest in building their people's capability. However, little is understood about how to get the best out of employees into times people are facing greater challenges. Change has become increasingly mainstream and organizations in the past 1020 and 30 years. Yet much is still to be learned. Because management has consistently failed to look at the human psychology of change. Let's see how you can make a change plan that will increase your chances of success.

As you learn to integrate the different variables that will be key to your success. Think about a change initiative or project you've been working on that needs to gain more traction. Decide on one project only. I would like you to work on one project at a time so you can keep your focus. You can always use the same procedure for other change projects later. If you're here because you just want to learn how to tackle a big change in the future.

Think about what you would like to achieve during this session. You will have questions to reflect that you can come back anytime Time or take back to your team for discussion. Now, let's start