Original article from the Flevy business blog can be found here: http://flevy.com/blog/make-change-that-lasts/ Change is the only constant. – Heraclictus, Greek Philosopher Change is the only constant in the work environment Whether you are shifting office to another location, adopting a new practice or process, implementing an IT system, or re-engineering the business processes for an organization, change happens to everyone all the time. However, many change initiatives have been short-lived as a result of the failure to manage and sustain the change. For change to be successful and enduring, do take note of the key factors impacting change below: 1. Commitment from the top To manage a change initiative, e.g. Lean transformation, there has to be constant commitment from the top management. Conduct regular management reviews of the change implementation progress versus the plan to ensure that the roadmap and scope of change is well-defined, timelines or key milestones are adhered to, and resources such as people, time and money are put in place where they are needed. 2. Future state vision Define and rally around a compelling vision for the future state. What are the potential threats? How urgent is the change? What are the risks if the organization does not change? How will you know when we get there? Present the facts and findings such as flat earnings, rising costs, decreasing market share, and other relevant key indicators where necessary to create awareness and convince employees to buy-in to the change initiative. Identify the key resistance issues and stakeholders who are impacted by the change and address them. Be prepared to deal with emotional and political issues. Create a compelling vision and an urgency for change so as to move people out from their comfort zones to a change in behavior and the way they value-add to the business and customers.