"There is nothing more difficult to take in hand, more perilous to conduct, or more uncertain in its success, than to take the lead in the introduction of a new order of things." --- Machiavelli in The Prince

Download the complete paper on Leading Change or visit the In Depth Papers section for this and other resources.

Why change efforts fail:
Well over half of all such attempts at all types of major change fail - including those intended to implement innovation.

• Leaders don't passionately and continuously lead the change
• Not a great enough sense of urgency Inadequate vision and plan
• People don't have a say in the change Inadequate infrastructure
• Failure to monitor and problem solve
• Inadequate pilots
• Quick successes are not planned and executed
• Change is not linked to clear and adequate measurements
• Systems are not changed to support the desired new direction
• Commitment of resources is inadequate
• Victory is declared too soon

Leading Successful Change:

All of these components must be well-led and well-executed. Since change impacts the system, only a systemic approach will work. An organizational leader and a champion are necessary to lead major change.

• Build and show leadership commitment
• Line up political sponsorship
• Build infrastructure and skills
• Build a sense of urgency
• Separate from the past
• Create a shared vision of the future and a strategy to get there
• Craft and use an implementation plan and roadmap
• Consider potential events and reactions (internal and external) that could impact the desired change
• Consider the needs, emotional response and resistance of people
• Communicate to build understanding and support
• Empower people
• Monitor and problem solve
• Pilot
• Plan and execute quick successes
• Link change efforts to measurements and targets
• Change systems and roles / responsibilities to support the desired change