1. Use a ready, fire, aim approach

You’re unlikely to create a perfect plan and even if you did it wouldn’t be perfect for long. Planning is helpful but not when it becomes a reason to procrastinate.

2. Get clear on the rationale, the sequence and what’s fixed

You will have much more success convincing others when you are clear and convinced yourself.

3. Relish disagreement and resistance

If it’s not there then it‘s unlikely to be a worthwhile change. 

4. Spend time with the sceptics

Let them air their views, you can listen, clarify and address their concerns and then give them time and space to come round. Don’t force them into your position.

5. Consult along the way, gathering views on how to implement.

Spend time forming the right questions to ask rather than trying to come up with all the answers by yourself.

6. Make as many people as possible feel they are leading the change

Rather than having it done to them. Give them responsibility for making some of the implementation a success.

7. Spot the champions

Give these individuals a role during the transition - they will act as a valuable support and will want to make it a success.

8. Make sure that you are living and breathing the change yourself

Consistent behaviour that shows you’re committed will be more compelling than almost anything else.

9. Be clear on what’s in it for the individuals

And share these so people know how they can benefit personally from making the change happen.

10. Recognise and celebrate when you achieve milestones on the way

It adds momentum as well as advertising success.