Today's Change Making
- is not a task to be outsourced while you are working
on something more important
Only 30% of strategic initiatives are successfully executed.
(Havard Business Review)
70% of change programs fail to achieve their goals, largely due to employee resistance and lack of management support. (McKinsey)
Today's Change Making
- is not a task to be outsourced while you are working on something more important
Only 30% of strategic initiatives are successfully executed.
(Havard Business Review)
70% of change programs fail to achieve their goals, largely due to employee resistance and lack of management support. (McKinsey)
Strategy Execution Challenges - due to behaviour...
Only 30% of strategic initiatives are successfully executed (source).
According to HBR, 60–90% of strategic plans never fully launch (source).
Behavioral Factors:
Lack of clear communication, insufficient employee engagement, and poor leadership alignment are major contributors to this high failure rate.
70% of change programs fail to achieve their goals, largely due to employee resistance and lack of management support (source).
25% of employees feel inspired by their organization’s leadership (source).
Behavioral Factors:
Key reasons include poor communication, lack of clear roles, and insufficient accountability.
Only 40% of employees feel their direct managers understand their organization’s strategy or their goals (source).
67% of employees do not understand their role when new growth initiatives are launched (source).
50% of CEOs fail to achieve their strategic goals due to poor execution (source).
Behavioral Factors:
This includes issues like inadequate communication, resistance to change, and misaligned leadership.
Strategy Execution Challenges - due to behaviour
Only 30% of strategic initiatives are successfully executed (source).
According to HBR, 60–90% of strategic plans never fully launch (source).
Behavioral Factors:
Lack of clear communication, insufficient employee engagement, and poor leadership alignment are major contributors to this high failure rate.
70% of change programs fail to achieve their goals, largely due to employee resistance and lack of management support (source).
25% of employees feel inspired by their organization’s leadership (source).
Behavioral Factors:
Key reasons include poor communication, lack of clear roles, and insufficient accountability.
Only 40% of employees feel their direct managers understand their organization’s strategy or their goals (source).
67% of employees do not understand their role when new growth initiatives are launched (source).
50% of CEOs fail to achieve their strategic goals due to poor execution (source).
Behavioral Factors:
This includes issues like inadequate communication, resistance to change, and misaligned leadership.
Behavioural Factors Impacting - Strategy Execution
- Employee engagement problems.
Low motivation and lack of recognition result in disengaged employees, which impacts productivity and retention negatively. - Accountabilities and Ownership Gaps.
Unclear responsibilities and avoidance of responsibility create a culture where employees do not take ownership of their tasks, leading to missed deadlines and unmet goals. - Change Readiness Challenges.
Resistance to change and inadequate adaptability prevent organizations from successfully implementing new initiatives and responding to market changes. - Strategic Executions Hurdles.
Poor alignment of strategic goals across the organization and ineffective collaboration among departments impede innovation and productivity.
Behavior is the “social side” of strategy executions
what is the cost of being off-task?
- Predictability to shareholders
- Shareholder value
- Market value
- Loss of talents
- Board of director’s mistrust
Let's connect
I build long trusted partnerships to support when needed, that fit your business, my brand does not launch and leave – I sustain to ensure long lasting results.
The first step toward meaningful and measurable change, is a short introductory call to learn more about your needs and how I might support you. Please share your thoughts or drop me a line so we can find a time to connect.
I help you leading your team through the
change curve to create more impact
