It's a science AND an art; people are involved. Treat change management as being of equal importance as the technical aspects of implementation.
Yes, I've seen many of these mistakes over the years. Most recently: Modeling someone else's culture as a change blueprint, being penny-wise and pound-foolish about budgeting for change, staying inside the bubble of your own viewpoint (item#1 below.) See if you agree with this list.
5% or 15%? Underfunding! "Gartner recommends ...allocat[ing] an average of 15% ...to ...change management, inclusive of training ...more, if ...the corporate culture is more change-averse."
...the most common mistakes:
1) Not Seeking Outside Expertise
Rarely do companies have deep change management expertise, though some [seek] to build this capability inhouse. Typically companies expect [their own people] to foster stability, eliminate process deviation, and minimize risk ...—and are rewarded for doing so. Expecting these same people to introduce change and “rock the boat” is ...counter to the normal, expected behaviors.
2) Short-Cutting the Change Process
... leaders disband the change management effort prematurely, cease to communicate, and stop engaging stakeholders too soon. ...The greater the ...change ...the longer the ...change “sustainability” phase that is required.
3) Executive Delegating Change Leadership Responsibility
....executive sponsors ...not seen or heard from again; sponsors ...uninformed of their initiative’s progress and unsure how to help; and sponsors not clear about what priority an initiative had among multiple business objectives.
4) Under-Funding the Change Management Effort
A 2011 Gartner survey found that companies under-invest in organizational change management. Companies allocate, on average, only 5% of the overall system implementation budget to the change management effort. Gartner recommends that companies allocate an average of 15% of the program budget to organizational change management, inclusive of training — but more, if changes are significant or the corporate culture is more change-averse.
5) Not Integrating Change Management with Program Management
...this can be a separate plan, with the critical milestones listed on the master program or project plan. ...program success is greatly diminished when the change management activities are “bolted on” ....
For more Deep Change expertise, see our panel here: http://www.scoop.it/t/change-leadership-vision/p/1549448247/the-trusted-advisors-with-open-space-event-was-a-hit-in-las-vegas (I'm in orange, facilitating the Open Space portion.)
Via Charney Coaching & Consulting