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Clearly align the change with the company’s strategy. Key players must understand the business benefits of the change effort and have a sense of intellectual ownership.
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Understand what you’re likely to achieve. Too many change efforts fail simply because they don’t seem reasonable, don’t have clear goals or have no end in sight.
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Make certain that senior executives are committed to achieving change. For companies lacking adequate senior-level commitment and sponsorship, successful change management often is elusive, or even impossible.
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Verify that your organization has sufficient resources–financial, personnel, time, attention, etc.–to sustain the initiative until a positive return on investment is attained (in addition to maintaining acceptable business performance and delivering on other simultaneous change initiatives).
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Assess the need for external help and find outside resources if they are appropriate.
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Integrating the program with management and employees
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Coordinating initiatives
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Managing costs
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Prioritizing resources
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Redesigning processes and the organization
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Developing human resources policies
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Offering appropriate training
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Creating effective communication
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Making sure there are effective role models among senior management
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Making managers and supervisors accountable
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Offering coaching and counseling
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Creating teams to plan and implement the program locally
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Creating a change “network” across the company
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Confirming that people affected by change are involved, are heard, understand the need for change, believe it is positive and receive effective communication
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