Many leaders are realizing that they that can no longer afford to stand by and let change happen. And, forging ahead with change initiative, based on best-guesses, without appropriately measuring the risks, or thinking change can be managed after the fact, is a mistake too costly for most businesses. To mitigate the costs of change and to keep up with the pace of change, it is imperative that organizations prepare their work teams to adapt to any type of change that may occur- anticipated or otherwise. This preparation includes building commitment and building change management competencies.

In reviewing why 70% of change initiatives fail, there is a key realization that:

a)     change management processes, efforts regarding application of these processes, and for the most part competencies required to apply the processes, are all wasted without commitment to the process; engagement is the essential  to effectively managing change, and/or,

b)     many individuals, teams, and organizations are simply not competent to manage change (including managing specific change processes)

[1]
As many as 70 percent of corporate and other organizational change effortsfail, according to research
conducted by MC Associates, the change management and leadership development
unit of Manchester Partners International.