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Everyone struggles to implement – it’s hard work. But maybe some of these tips can help smooth the way to a successful outcome.

• Problem: when vision and direction are unclear it is difficult to create the impetus for change. Communication lacks clarity and people become confused and demoralised.
  Tip 01: clarify the vision and get the senior team behind the change

• Problem: when there is no business context people do not understand the need for change and what they must do to contribute - behaviour change is unlikely.
  Tip 02: agree the communication plan and implement multi-strand communication activities. Provide a clear context and explain the need for change.

• Problem: when transformation only has a visionary architect it will not be delivered. Without someone to mobilise and manage the effort the transformation becomes diffuse and dissipates.
  Tip 03: appoint an individual with a track record of change implementation. Ensure clear accountability for delivery.

• Problem: when the senior team are not visibly behind the transformation pace slows. It’s vital to have the senior team behind the change so they can visibly walk the talk.
  Tip 04: spend time resolving issues with the team – it doesn’t get any easier once the change begins to roll.

• Problem: when the change sponsor condones under-performance the organisation’s perception is that ‘this transformation doesn’t really matter’.
  Tip 05: define the important change initiatives. Show how they will be managed and monitored and ensure delivery is supported.

• Problem: when there is no high-level change sponsor the change team becomes bogged down by organisational roadblocks.
  Tip 06: create the change roadmap with its own management processes e.g. steering team, issues log, resolution process.

• Problem: when communication is seen as a separate task (i.e. not an integral part of strategy and leadership) it misses the opportunity to widen understanding across the business about the need for change.
  Tip 07: explain the reasons in a business context, show what the change will achieve.

• Problem: when there are no interim targets between now and the end-date the transformation loses pace and sounds too overwhelming.
  Tip 08: determine the size of the ‘Here-to-Future’ gap, detail the major tasks in between. Show how later tasks build on immediate ones.

• Problem: when there is no explicit transformation programme pace slows.
  Tip 09: formally create a change team with a clear delivery responsibility. Ensure the team is connected to the business through its own reporting process.

• Problem: when there is no explicit ‘Performance Contract’ it is difficult to indicate what is expected or use sanctions against poor performers.
  Tip 10: create accountabilities for deliverables and tasks, maintain formal feedback to ensure they are on track and act quickly on any slippage.