After reading the following comments, please make two paragraphs responses.

When I read an article I typically highlight pieces that I find most impactful that I want to be able to reference for when I go to write up my comment on the article later, this article has the most highlighting on it of any I've read for this class. I've always been annoyed by managers who overuse buzzwords. At my last company I remember several managers who where infamous for using buzzwords were the same people that most people who performed the day to day task had the opinion of that they really didnt really understand the details of how the division ran. When these are the people that are the change strategist and they do so in silo I agree that it leads to poor outcome in reaching the intended goal. Of course you do need the support of individuals at high level to provide buy in to not become road blocks but there execution of change alone is not enough. I've been in those training that got rolled as a result of top down imposed the "latest best thing" that we all needed to learn and had positive trainings in the sessions but would go back to my job and have no support or opportunity to apply what was learned because the investment never went deep to the tasks we had to perform day in and day out. After a few trainings of part of what they were calling "quality first" program the instructor, who had been giving the same training to multiple groups and done the prior trainings in the program, asked us why we were all viewing the training as a vacation away from our day to day job instead of trying being engaged and trying to understand the information like we had done in the prior trainings. At the time no one really answered the question, maybe we couldnt put our finger on the real reason or we just didn't want to say it. Reading the article when they talked about people end up seeing training as a waste of time and it undermining commitment to change a program, I thought back to the instructor asking us why we were treating that training like a vacation and that was the reason, even if we didnt know how to articulate it at the time.

I think there are lot of reasons why change programs fail, some reason that are very apparent that anyone can see the reason, and other causes that might not be as apparent and what people thought was a good idea was actual the reason for failure. The more we understand reasons for failure, and are able to pinpoint causes and have the ability to articulate the reasons, we are in a better position to address the problem and not allow history to continue to repeat itself.