{"id":5098,"date":"2026-07-28T08:14:00","date_gmt":"2026-07-28T06:14:00","guid":{"rendered":"https:\/\/bymconsulting.se\/?p=5098"},"modified":"2026-06-09T14:21:14","modified_gmt":"2026-06-09T12:21:14","slug":"varfor-forandringsinitiativ-misslyckas","status":"publish","type":"post","link":"https:\/\/bymconsulting.se\/en\/varfor-forandringsinitiativ-misslyckas\/","title":{"rendered":"Why so many change initiatives fail \u2014 and what actually makes the difference."},"content":{"rendered":"
\n

Reorganizations, cultural change programs, new strategies, digital transformations. Most of them do not deliver on their promises. Not because the plan was wrong \u2014 but because the human side of change was underestimated.<\/p>\n\n\n\n

In my experience, change initiatives fail almost always on one of three points.<\/p>\n\n\n\n

Too little buy-in, too early a decision<\/strong><\/p>\n\n\n\n

When a decision is made at the top of the organization \u2014 without involving those who will implement it \u2014 it almost always meets resistance. Not necessarily open resistance, but passive. People do what they must and nothing more.<\/p>\n\n\n\n

Involvement is not a courtesy gesture. It is an implementation tool. People carry out changes they understand and feel part of \u2014 not changes that happen to them.<\/p>\n\n\n\n

Communication that flows in one direction<\/strong><\/p>\n\n\n\n

F\u00f6r\u00e4ndringar kommuniceras ofta som f\u00e4rdiga fakta: s\u00e5 h\u00e4r blir det, h\u00e4r \u00e4r sk\u00e4len, och fr\u00e5gor h\u00e4nvisas till n\u00e4rmaste chef<\/a>. Det skapar ett informationsunderskott som fylls av rykten, oro och spekulation.<\/p>\n\n\n\n

Communication during change must be two-way. It requires forums where questions can be asked genuinely, where uncertainty is permitted, and where the leader is prepared to say \u2018I do not know yet\u2019 without it being interpreted as weakness.<\/p>\n\n\n\n

Neglect of the informal system<\/strong><\/p>\n\n\n\n

Every organization has two structures: the formal one, visible on the org chart, and the informal one, visible in how decisions are actually made and how information actually moves.<\/p>\n\n\n\n

Change initiatives fail when only the formal structure is addressed. The informal opinion leaders \u2014 the people whose attitudes shape everyone else\u2019s \u2014 need to be reached early and in a different way.<\/p>\n\n\n\n

What actually makes the difference<\/strong><\/p>\n\n\n\n

In my work with organizations going through change, what determines success rarely relates to the content of the strategy. It relates to the leader\u2019s ability to hold direction and create stability at the same time \u2014 and to take people\u2019s concerns seriously without losing momentum.<\/p>\n\n\n\n

That is a craft. And it is something that can be developed.<\/p>\n\n\n\n

If you have thoughts, questions, or simply want to talk something through \u2014 feel free to get in touch. I am happy to have an initial conversation with no agenda.<\/em><\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Magdalena Hagstr\u00f6m St\u00e5hl
By M Consulting AB

Right person. Right place. Everything changes.<\/em><\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"

De flesta f\u00f6r\u00e4ndringsinitiativ misslyckas inte p\u00e5 strukturen. De misslyckas p\u00e5 m\u00e4nniskorna. Om vad som faktiskt avg\u00f6r om en f\u00f6r\u00e4ndring lyckas.<\/p>","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[16],"tags":[],"class_list":["post-5098","post","type-post","status-publish","format-standard","hentry","category-organisationsutveckling"],"_links":{"self":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts\/5098","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/comments?post=5098"}],"version-history":[{"count":1,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts\/5098\/revisions"}],"predecessor-version":[{"id":5099,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts\/5098\/revisions\/5099"}],"wp:attachment":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/media?parent=5098"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/categories?post=5098"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/tags?post=5098"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}