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What Causes Over 70% of Transformation Programmes to Fail?

Updated: Feb 8

What Causes Over 70% of Transformation Programmes to Fail?
Why 70% of Transformations Fail


In today's fast-paced and ever-evolving business landscape, organisations are constantly seeking to adapt and transform to stay competitive. However, recent research suggests that a high percentage of all transformation programmes fail [1].

This article examines reasons for failures and provides tips for successful transformations. I originally published this article on LinkedIn on July 12th, 2023.

Table of Contents

Understanding Transformation Failure

  • 2.1 The Gap in Perception

  • 2.2 Common Factors Contributing to Failure

  • 2.3 The Importance of Employee Engagement

Key Success Factors

  • 3.1 Short Planning Cycles

  • 3.2 Specialised Skills

  • 3.3 Emphasising User Experience (UX)

  • 3.4 Leveraging Cloud-Based Solutions

  • 3.5 Employee Well-being and Adaptability

Avoiding Transformation Pitfalls

  • 4.1 Avoiding Overambitious Projects

  • 4.2 Effective Change Management

  • 4.3 Managing Project Scope

  • 4.4 Establishing Adequate Support Systems

  • Conclusion

  • FAQs (Frequently Asked Questions)

Understanding Transformation Failure

2.1 The Gap in Perception

One of the primary reasons for the failure of transformation programmes is the gap in perception between top-level executives and those directly involved in enterprise applications. Senior decision-makers often need help understanding and valuing digital projects, leading to a lack of support and resources for these initiatives. This disconnect can hinder the progress and ultimate success of transformation efforts.

2.2 Common Factors Contributing to Failure

Several common factors contribute to the failure of transformation programmes. These include long planning horizons, inexperienced project leaders/managers, and an excessive number of stakeholders. Long planning horizons can lead to delays in implementation, allowing unforeseen challenges to arise. Inexperienced project leaders may lack the necessary skills and knowledge to manage the complexities of a transformation initiative effectively. Additionally, involving too many stakeholders can result in conflicting priorities and slower decision-making processes, ultimately impeding progress.

2.3 The Importance of Employee Engagement

Successful transformation programmes recognise the critical role of employee engagement. Engaged employees are more likely to embrace change, contribute innovative ideas, and support the organisation's vision. Organisations should prioritise effective communication, provide training and resources, and involve employees in the decision-making process to foster engagement. By empowering their workforce, organisations can create a culture of ownership and enthusiasm that drives successful transformations.

Key Success Factors

3.1 Short Planning Cycles

Organisations should emphasise short planning cycles to avoid the pitfalls of long planning horizons. By breaking down the transformation process into manageable phases, organisations can adapt quickly to changing circumstances and address challenges promptly. Short planning cycles allow for flexibility, agility, and continuous improvement, enhancing the chances of success.

3.2 Specialised Skills

Transformation programmes require specialised skills to navigate the complexities of digital initiatives. Organisations should ensure they have access to individuals with the right expertise in areas such as data analysis, technology implementation, and change management. Leveraging the expertise of professionals who understand the unique challenges of transformation can significantly increase the likelihood of successful outcomes.

3.3 Emphasising User Experience (UX)

User experience (UX) plays a crucial role in digital transformation. Organisations must prioritise the needs and expectations of end-users when designing and implementing solutions. By focusing on creating intuitive, user-friendly experiences, organisations can increase adoption rates and overall satisfaction. User feedback and iterative improvements are essential for refining digital solutions and ensuring they align with user preferences and requirements.

3.4 Leveraging Cloud-Based Solutions

The adoption of cloud-based solutions has become increasingly important in successful digital transformations. Cloud computing offers scalability, flexibility, and cost-efficiency, allowing organisations to leverage advanced technologies without substantial upfront investments. By migrating to the cloud, organisations can streamline processes, enhance collaboration, and improve accessibility, thereby accelerating their transformation journeys.

3.5 Employee Well-being and Adaptability

Employee well-being and adaptability are critical factors in successful transformations. Organisations should prioritise the well-being of their workforce and provide support systems to manage stress and facilitate work-life balance. Additionally, fostering a culture of adaptability and resilience helps employees embrace change and navigate the challenges that come with transformation initiatives. By investing in employee well-being and promoting adaptability, organisations can create a conducive environment for successful transformations.

Avoiding Transformation Pitfalls

4.1 Avoiding Overambitious Projects

One common pitfall in transformation programmes is attempting to do too much too quickly. Overambitious projects can overwhelm resources, increase complexity, and hinder progress. Organisations should prioritise realistic goals and carefully assess the feasibility and impact of each transformation initiative. Organisations can ensure sustainable progress and avoid potential failures by focusing on achievable milestones and gradually expanding the scope.

4.2 Effective Change Management

Change management is vital for the success of any transformation programme. Organisations must have a structured approach to managing change, including clear communication, stakeholder engagement, and training programmes. Change management strategies should address the psychological and emotional aspects of change, helping employees navigate uncertainties and overcome resistance. By effectively managing change, organisations can mitigate risks and maximise the chances of successful transformations.

4.3 Managing Project Scope

A creeping project scope can lead to scope creep, where the original objectives and requirements of a transformation programme expand beyond the initial scope. This can result in increased costs, delays, and decreased effectiveness. Organisations must establish robust project governance and regularly monitor and reassess the project scope. Clear documentation of project objectives and boundaries, along with effective change control mechanisms, can help prevent scope creep and ensure focus and alignment throughout the transformation journey.

4.4 Establishing Adequate Support Systems

Transformation programmes require adequate support systems to address challenges and provide necessary resources. Organisations should establish support mechanisms, such as dedicated teams, training programmes, and feedback channels, to assist employees throughout the transformation process. Proactive monitoring and troubleshooting, along with responsive support, can help overcome obstacles and maintain momentum. By ensuring adequate support systems, organisations can empower their workforce and foster a culture of success.


Recent research highlights the high failure rates of transformation programmes, emphasising the need for organisations to approach these initiatives strategically. By understanding the common reasons behind failure and focusing on key success factors, organisations can increase their chances of achieving successful transformations. Prioritising employee engagement, embracing agile planning cycles, leveraging specialised skills, emphasising user experience, adopting cloud-based solutions, and addressing change management challenges are crucial for successful outcomes. Additionally, avoiding overambitious projects, managing project scope, and establishing adequate support systems contribute to sustained progress. By leveraging the power of their people, organisations can navigate the complexities of transformation and drive positive change.

FAQs (Frequently Asked Questions)

  1. What percentage of transformation programmes fail? Recent research suggests that around 70% of major transformation programmes, including digital transformation initiatives, are known to fail [1].

  2. What are the common factors contributing to transformation failure? Common factors include a gap in perception between executives and stakeholders, long planning horizons, inexperienced project leaders, and an excessive number of stakeholders [1].

  3. How can organisations promote employee engagement during transformations? Organisations can promote employee engagement by prioritising effective communication, providing training and resources, and involving employees in the decision-making process. Creating a culture of ownership and enthusiasm fosters engagement [1].

  4. What are the key success factors for transformation programmes? Key success factors include emphasising short planning cycles, leveraging specialised skills, prioritising user experience (UX), adopting cloud-based solutions, and focusing on employee well-being and adaptability [1].

  5. How can organisations avoid transformation pitfalls? Organisations can avoid transformation pitfalls by avoiding overambitious projects, implementing effective change management strategies, managing project scope, and establishing adequate support systems [1].


[1] Forbes. (2021, October 11). Why Transformations Fail And How They Can Succeed With People Power. Retrieved from

Thank you to Robert Wallace for including my article. You can find a link to Robert's page here:

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