Often it is not so much that the planning for change is incorrect, as it is that the impetus for change is slowed, either by forces that resist change or are indifferent to an initiative, or by an insufficient motive force inside the leadership team to push the initiative forward in the face of hesitation. This is leadership failure, not management failure, and is often associated with three leadership requirements that we frequently see missing in discussions of big change efforts:

  1. You need to be immodest
  2. You need to be impolite
  3. You need to be unreasonable.

Read more: http://www.forbes.com/sites/billfischer/2014/10/13/three-things-they-dont-teach-you-about-change-leadership/#3b58e7403dab