According to McKinsey, 70 percent of change programs fail to achieve their goals. Of course, there is no one singular reason, but we would like to relate the overall budget the company allocates for the change to the integral paradox.
When a company launches an organizational change program, there is the training and education period, in which an external or internal team will evangelize the new concept, roles and organization chart. We calculate the cost of this effort and consider it job done.
Cost of change = (Hours of training) x (Number of employees) x (Blended hourly rate)
In physics, work is defined by the amount of force you apply and the distance the object moved in response to the power used.
Work = Force x Distance, where
distance is the amount of change, and
force is the effort you made to make the change.
If 70 percent of change programs fail to achieve their goals–meaning no change was achieved– your work equals zero, unfortunately.
The integral paradox would suggest we instead take the agreed budget and allocate it to a small group of people and provide them ALL the financial support they need to cross the chasm and achieve the change.
Blue Cairn 