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Change management is critical to strategy implementation, yet organizations frequently struggle to integrate change initiatives, leading to high failure rates. This study explores the systemic challenges associated with change management projects within strategy implementation programs, identifying key factors contributing to success or failure. The research, using a flexible qualitative case study, examines the perspectives of executives, middle managers, and front-line employees in a U.S.-based public safety apparel company. Findings reveal that ineffective communication, insufficient training and support, lack of leadership accountability, employee resistance, generational and cultural differences, and misalignment between strategic vision and operational execution significantly contribute to change management project failures. The themes emerging from participant interviews and archival data emphasize the need for transparent, two-way communication, structured training programs, inclusive leadership, and consistent alignment between corporate objectives and frontline execution. Additionally, the research underscores the need for a structured change management framework that integrates project management principles to enhance strategic execution. By addressing these critical challenges, organizations can improve the success rate of change management projects, ensuring that strategy implementation efforts yield sustainable and effective outcomes. The study provides actionable recommendations for business leaders, project managers, and change practitioners to refine change management methodologies and align them more effectively with organizational goals.
