When employees feel that they have a say in decisions that affect them and they know that management is listening to their ideas for removing obstacles to change they become increasingly motivated.

Articulating a formal case for change and creating a written vision statement.

Explicitly address culture and attack the cultural centre.

Change is inherently unsettling for people at all levels of an organisation.

Organisations often make the mistake of assessing culture either too late or not at all.

Ownership is often best created by involving people in identifying issues and crafting solutions.

One of the first action steps in implementing change is to create a sense of urgency.