Dow Corning monitored the progress constantly and made decisions to make sure that the deadlines would be met. This was only possible with feedback and good communication. FoxMeyer failed in having communication and attention that was necessary to be able to give fast and effective feedback. They instead tried to minimize problems by ignoring them, and gave discouraging criticism, which resulted in ambiguous feedback. This hindered organizational learning, something which is very important during an organizational change. So bad communication and ambiguous feedback are also risks when adopting a system with the big bang (Scott, Vessey, 2000).