Some positives and negatives points as below:

l  Set achievable aims

l  Plan ahead

l  Out of control

l  Unrealistic expectations

l  Lack of foresight

l  Stay on track

Step 1 – Create a sense of urgency

It’s not enough for change to simply be a good idea – people need to understand why they need to act now. Make the objectives real and relevant with an honest and convincing dialogue about what’s happening in the marketplace and why the change is necessary.

Step 2 – Build the guiding team

Bring together a group of people with the right mix of skills from across the company to plan ahead and be the driving force behind this change. Select people who want to work on this change rather than those who have to, Have them brainstorm all possible complications – a lack of foresight at this stage is one of the key reasons some changes fail to stick.

Step 3 – Create a vision

Have this team establish a clear idea of the desired outcome to give people a sense of where they’re heading. When people can see the vision for themselves, then they can focus on the initiatives that are needed to achieve it. Be careful to avoid setting unrealistic expectations however – you don’t want to set the team up for disappointments later.

Step 4 – Engage people

Involve as many staff as possible by giving them opportunities to act and ensuring these actions are supported and encouraged, The more people who feel empowered by doing what they want to do rather than what they have to do, the more likely the change will occur.

Step 5 – Remove obstacles

Consider any possible barriers to achieving the vision, These could be existing hierarchies, processes or even people who refuse to participate, Eliminating these barriers builds the necessary freedom and empowerment that allows people to move forward with making the change.

Step 6 – Create short term wins

Set achievable aims that can quickly deliver positive results for your team. Then celebrate when those aims are met. Nothing motivates more than success and celebrating these achievements prevents negative thinkers from hurting the progress of the change.

Step 7 – Sustain the change

Real change takes time so continue to celebrate achievements as you meet future goals, If you run into problems, deal with them as soon as possible. Don’t risk undoing your progress just because the change is now official, as even at this stage a negative situation can quickly get out of control.

Step 8 – Formalize the change

Reinforce the successful change by making it policy, This ensures that the values and initiatives are seen day-to-day in the company and that existing and future company leaders continue to support the vision and help the change stay on track.