1. Be very clear before you start the change journey of the responsibilities of leadership- you will likely have an owner and an implementer. Partner together and pass that type of relationship down the chain. Change fails when no one is responsible and no one is accountable.


2. If you are the leader be careful of the you and them perspective- stakeholders see right through a leader who is not personally connected to the change.


3. Value expertise- use it, call it out and connect the relationship of talent to successful change. But don’t fake it (see point two).


4. Be clear about the differences between project management and change management- PM accomplishes tasks and manages risk, CM works to connect the work of people to end states. Don’t put big picture people on the little stuff and don’t throw the big picture stuff at those managing risk.


5. Double your time and dollar estimates- I mean that figuratively (although if you want to take it literally and act on that you might have some pretty successful change- by all measures). Don’t fall prey to any hucksters out there who promise to speed your time to change. It might work for the first round, but the mess will be ugly the second time.


6. Change can be, and is when it is thought out and makes sense, positive- be careful of negative, resistance fighting, risk managing approaches to change. There may be times when you have to put the hammer down… that’s different.


7. Enjoy the journey- you are, after all, asking that of others.


Leadership, perspective, expertise, CM and PM partnership, time, money, positive and negative must all be looked at before change can begin. Address these seven pointers and you will have a good start toward a successful change effort.

Original Post here: Horizontalchange.com