1 Commitment or support of the top management to desired changes.
2 Sense of urgency within the top management.
3 The perceived power of top management.
4 Clarity of vision within top management.
5 Shared vision - to what extent the vision is shared through stakeholders.
6 Congruence of targeted change efforts with ongoing change efforts in the organisation.
7 Decision making style and quickness.
8 Hierarchy in organisation - flat and flexible is more conducive to change.
9 Super-ordination - Willingness of Line Managers to sacrifice their personal interest for the good of organisation.
10 Customer focuses of the organisation.
11 Monitoring of competitors by the management.
12 Risk taking - the extent to which managers/employees are rewarded for taking risk.
13 Innovativeness - the extent to which innovativeness is encouraged.
14 Communication channel - both directions.
15 History/experience of past change efforts.
16 Trust level between employees and management.
17 Availability of resource persons (change facilitators - internal/ external).
18 Cooperation/collaborative attitude.