· Demonstrating “top down” support (if a management doesn’t support it, the team won’t either)
· Involving users in your action planning (if the team feels like they aren’t heard, they will rebel)
· Showing users WIFM (i.e.“what is in it for me”) (if the users don’t see the benefit of the solution, will find their own method.)
· Rewarding employees who adopt (change isn’t easy in human nature, reward those that grasp and drive it to the rest of the team)
· Performance managing those who do not adopt (for those not fulfilling standards, it must be known and managed. From management perspective, they aren’t see all information without their input in the tool)
· Training, education and support (We are all only able to do on what we know, try and work with. If training, education and support aren’t there, it allows the team an excuse to abandon the change movement)
