1) Without strong, committed sponsorship, the change is dead in the water. Make that the top priority. Ideally, a sponsor group. 2) Ensure the change is framed by solid data analysis, strategic forces (eg. market, competition, growth, capability) and tactical factors (eg. cost, efficiency, OpEx, short-term opportunities). 3) Build the case for change around a shared vision, crafted participatively (addressing the interests of as many impacted stakeholders/groups as possible). 4) Socialize the change formally and informally across multiple channels and forums, frequently pulsing the stakeholders for sentiment and feedback. 5) Invite change ambassadors and champions from among team members, management and leadership.

To really make change happen, it needs champions. Leaders must stay engaged and keep the energy alive, be excited about the vision, and how it will benefit everyone. Leadership alone is not enough though. Create change champions in your team, they can evangelize the benefits in real-world examples of how it's applicable in their day to day. Send regular updates through multiple channels but also use them to receive honest and open feedback (and never take it personally). Don't forget to celebrate the wins, big or small, to show progress and keep everyone interested. With the combo of leadership, change champions, and showcasing positive results, you create a change that people are not simply excited about, they want to be a part of it.

To ensure your change initiative doesn't fizzle out, maintain clear and consistent communication, actively engage stakeholders, and provide regular updates on progress. Foster a culture of collaboration and support, address concerns promptly, and celebrate small wins to keep momentum high. Additionally, ensure leadership is visibly committed to the change, which can inspire and motivate the entire organization.

Think of your change as a rocket launch – requiring planning and careful navigation. To truly launch a successful change, you need a powerful vision that ignites passion and sets a clear direction. This vision is the rocket fuel, propelling the initiative forward. But fuel alone won't do. Just as a rocket needs constant course correction to reach its destination, your change initiative demands continuous communication. Keep everyone in the loop, address any worries, and celebrate every milestone. Empower your team, giving them a sense of ownership and encouraging them to participate. Finally, remember that a successful launch is just the beginning. To truly embed the change, weave it into the fabric of your organisation's culture.