Change requires coordination across roles. Faculty and staff have broadly different foci, duties, and goals, as well as different levels and kinds of power within the institution and in relation to each other. Faculty and staff sometimes find it difficult to find common ground or clearly overlapping interests. Sometimes these differences develop into lack of good faith, or even personal or cultural enmity.
Change requires risk taking and failure. Faculty culture involves continuous formal and informal peer evaluation. This can infuse faculty culture with a sense of constant scrutiny and professional complexity that can lead to defensive or self-protective attitudes and decrease willingness to take public risks or make mistakes.
Change requires engagement. Many faculty and staff feel overwhelmed, stressed, behind, unsupported, and/or over-bureaucratized. If more time were available, many would prefer to increase their (too few) intellectual interactions rather than think about or change the organization.