Get to the heart of the matter. Be clear on the rationale, the sequence and on what is fixed. You will have much more success convincing others when you are yourself certain about what is needed.
Relish disagreement and resistance. If it's missing, it's unlikely to be a worthwhile change.
Spend time with the sceptics. Let them air their views. Listen to their concerns, clarifying and addressing them, then give the doubters time and space to come round. Don't force them into your position.
Discuss the proposals. Consult along the way, gathering views on how to implement them. Spend time framing the right questions to ask, rather than trying to come up with all the answers yourself.
Share responsibility. Make as many people as possible feel as though they are leading the change, rather than having it imposed on them. Give them responsibility for making some of the implementation a success.
Spot the champions. Give these individuals a role during the transition - they will act as a valuable support and will want to make it a success.
Believe in it. Make sure you are living and breathing the change yourself. Consistent behaviour that shows you're committed will be more compelling than almost anything else.
Make it personal. Be clear on what's in it for the individuals involved, and let people know how they can benefit personally from making the change happen.
Reward goals reached. Recognise and celebrate when you achieve milestones on the way. It adds momentum as well as advertising success.
The Mind Gym, www.themindgym.com