Why Most Change Fails—And How VIRSA Can Help Fix It

Saby Waraich

Despite decades of methodologies and models, many change initiatives still miss their mark. Whether it's a technology rollout, cultural shift or digital transformation, many organizations stumble not because of poor intent but because they overlook key components that ensure change sticks. That's where the VIRSA framework comes in—an antidote to chaos disguised as complexity.

What Is VIRSA?

VIRSA, which stands for vision, incentives, resources, skills and action plan, was developed by education researcher Tim Knoster. It provides a clear, structured, actionable framework for driving successful change initiatives. When one of these elements is missing, the outcome can be confusion, resistance, frustration, anxiety or stagnation.

VIRSA doesn't replace popular frameworks like the ADKAR (awareness, desire, knowledge, ability and reinforcement) model or Kotter's eight-step process. Instead, it complements them by giving leaders a simple diagnostic tool to identify gaps before or during implementation.

Breaking Down The Framework

1. Vision

Change must start with a shared vision. It answers the question: Why are we doing this? Leaders must paint a compelling picture of the future that connects with both hearts and minds. Employees may be skilled and well-resourced, but if they don't understand the vision, you may see morale dip or efforts splinter.

Takeaway: If employees can’t see the destination, they'll resist the journey.

2. Incentives

Change is hard. Without personal motivation, people will naturally resist. Incentives aren't just bonuses or promotions (although those can help); they also include purpose, recognition, autonomy and alignment with individual goals.

Takeaway: If there’s nothing in it for them, expect pushback.

3. Resources

Great ideas fail without execution support. Leaders must provide the time, budget, tools and systems needed to make the change not just possible but sustainable. Leaders often paint a grand vision but then underfund it or expect teams to “do more with less.” The result? Burnout, workarounds and initiatives that stall out.

Takeaway: You can’t build a bridge with vision alone—you need materials.

4. Skills

Even with the best tools, untrained teams falter. Developing skills through coaching, mentoring or training is essential. Otherwise, you risk burnout and disengagement. Crucially, build in time for people to practice new skills and make learning safe (i.e., it’s okay to make mistakes while learning).

5. Action Plan

Finally, execution requires a roadmap. An action plan tells you who will do what and when. It sets accountability, timelines and milestones that keep things going. Without a clear plan, teams can descend into well-intentioned chaos—a lot of activity but no cohesion.

Takeaway: Hope isn’t a strategy—a plan is.

Why VIRSA Works

What sets VIRSA apart is its versatility. It scales from enterprise-wide transformations to department-level changes. It works across industries and adapts to the public sector, private enterprises and nonprofits.

VIRSA also helps leaders have better conversations. Instead of vague strategy meetings, teams can pinpoint exactly where things are breaking down.

Real-World Impact

Mesa County Valley School District 51 (D51) in Colorado implemented a competency-based education (CBE) model, shifting away from traditional seat-time learning. Aware that reform often fails due to foundational gaps, district leaders embraced the VIRSA model to guide planning and execution. The shared language of VIRSA helped teams identify bottlenecks early and course-correct without losing trust. D51’s case shows that when change management includes both people and systems, reform has a greater chance of sticking.

University Health Network (UHN) in Toronto undertook a complex rollout of an electronic medication ordering and administration system. These types of initiatives often encounter staff resistance and workflow disruption, but UHN’s leadership turned to the VIRSA model for guidance. The project was framed around a clear vision: improving patient safety and care efficiency. The results were significant: medication errors dropped, staff confidence improved and system adoption exceeded expectations.

When the City of Portland’s permitting system overhaul stalled again, many believed the project was doomed. Originally launched in 2008, the Portland Online Permitting System (POPS) had seen multiple failed restarts. Legacy systems, siloed bureaus and shifting priorities drained confidence. When I inherited the project, I realized we didn’t need more tools. We needed alignment. That’s when we applied the VIRSA framework. We began by unifying all seven stakeholder bureaus around a single vision. That clarity helped cut across silos. We moved from compliance-driven talk to community impact by making the permitting process faster and more transparent for residents and businesses. We realigned resources by hiring a dedicated cross-functional team. Skills were strengthened through training and vendor partnerships to bring in modern development practices and user-centered design. VIRSA didn’t replace the project methodology. It exposed what was missing. And that made all the difference.

Takeaway For Leaders

The next time you face change, ask yourself:

• Do we have a clear vision?

• Have we aligned personal and organizational incentives?

• Are the right resources in place?

• Do our people have the skills?

• Are we following a structured action plan?

If any answer is "no," VIRSA gives a starting point for correcting the course.

Conclusion

Change doesn't fail because people hate change. It fails because we don't prepare them for success. VIRSA isn't a silver bullet but a practical tool that gives leaders the clarity and structure needed to deliver results without chaos.

This is your executive litmus test. Next time you see change fatigue or stalled progress, run a quick VIRSA check and act. When change is done right, it doesn't just stick—it scales.