④ Build and empower cross-functional teams of change leaders representing all the key constituencies of your organization. Facilitate intellectual teamwork.

⑤ Play simulation games, such as InnoBall, to prepare to win – to know the enemies of change, anticipate their attacks, strengthen your change program and be prepared to deal with unforeseen challenges as you move forward in real-life situations.

⑥ Communicate your vision and the change progress constantly to overcome resistance to change and engage employees. People have to understand why they should change, where they are going and where they are now in order to stay strategically aligned and contribute effectively to the crusade.

⑦ Involve everyone, empower change leaders. Invite their opinion regarding critical issues such as the direction you should be headed, the adjustments you have to make, the partners you should invite, enemies you should be aware of, and the resources you have to allocate.

⑧ Celebrate successes, reward change champions to keep the level of enthusiasm high. And move towards the next stretch goal.

⑨ Maintain strategic focus. Modify you strategic plan based on the employee feedback. Learn as you go, ask learning SWOT questions after every major step into the unknown and make the necessary adjustments.