Failure to learn and understand cultural differences between organizations.
Insufficient role and expectations dialogue at the start.
Lack of “checking in” and maintaining an active flow of communication.
Failure to understand and adapt to new style of management or decision- making (sharing power), can’t break out of the competitive territorial paradigm.
Lack of commitment to succeed, unequal levels of commitment
Strategic vision or goal difference, an emergent difference that is significant
Insufficient trust, leading to judgments, negative energy, and assumptions
Operational overlap (competition).
Failure to nurture the relationship.
Conflict or tension avoidance – failure to deal with conflict and tensions that arise.
An unexpected crisis for one of the parties, resulting in not being able to maintain and follow through on commitments or a full “pulling out” from the project; for example, a sudden loss of core funding for one of the organizations.