Suggestions for Change Implementation:
A Analyze the organisation and it's required for change: Look at the company's history of changes (successes & failures), patterns of resistance; analyze the forces for and against change (Force field analysis).
B Create a shared vision and general direction: This should reflect the core values of the organization; the vision should involve the rationale, the advantages, and personal ramifications, between others.
C Develop a non-threatening and preferably participative implementation procedure: Present plans skillfully, share data and make it readily available; explain the advantages for end users; begin small & easy; go for quick wins; publicize successes.
D Separate from the past: if required.
E Create a sense of urgency
F Support a strong leader role: The change advocate role is critical for creating a vision, motivating employees to embrace which vision and crafting a structure to reward those who strive towards the realisation of the vision.
G Line up political sponsorship: Broad based support (both formal and informal) is significant for success; identify goal individuals and groups whose support is required; describe the critical mass of support required; identify where every key player is on the continuum (from "no commitment", "might let it happen", "help it to happen" to "make it happen").
H Craft an implementation plan: This plan maps out the effort.
I Develop enabling structures: Examples involve Pilot tests, off-site workshops, new reward systems, training programmes, symbolic changes such as redesigned work spaces.
J Communicate along with and included people and be honest: Every change effort might not call for full involvement, communication and disclosure but most do; while possible, there should be a useful dialogue which provides people a stake in the change.
K Reinforce & institutionalise change: It is significant to reinforce the change; reward those who take risks & incorporate the new behaviours.