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In any strategic change initiative, there are four risk areas that need to be managed:&lt;ul&gt;&lt;li&gt;Resilience&lt;/li&gt;&lt;/ul&gt;&lt;ol&gt;&lt;ol&gt;- Individuals and teams need to be able to absorb change. Resilient people and teams &quot;bounce back&quot; from major changes stronger and more capable than before.&lt;/ol&gt;&lt;/ol&gt;&lt;p&gt;&#160;&lt;/p&gt;&lt;ul&gt;&lt;li&gt;&lt;strong&gt;Change Knowledge&lt;/strong&gt;&lt;/li&gt;&lt;/ul&gt;- Success requires an in-depth understanding of how change unfolds within an organization and among individuals. When there is a discrepancy between the current culture and the objective of your project, culture always wins. The more you can align the beliefs, behaviors, and assumptions required by a new initiative with the current culture, the higher the chances of success.&lt;p&gt;&#160;&lt;/p&gt;&lt;p&gt;&#160;&lt;/p&gt;&lt;ul&gt;&lt;li&gt;&lt;strong&gt;Managing Adaptation Resources&lt;/strong&gt;&lt;/li&gt;&lt;/ul&gt;- Most organizations have limited adaptation resources. Success requires alignment of an organization&#39;s various change initiatives with the limited resources available for implementing these changes.&lt;p&gt;&#160;&lt;/p&gt;&lt;p&gt;&#160;&lt;/p&gt;&lt;ul&gt;&lt;li&gt;&lt;strong&gt;Building Implementation Architecture&lt;/strong&gt;&lt;/li&gt;&lt;/ul&gt;- One needs to understand the key leverage points for a successful implementation and develop a structured but flexible framework that ensures the following:&lt;p&gt;&#160;&lt;/p&gt;&lt;p&gt;&#160;&lt;/p&gt;&lt;ul&gt;&lt;li&gt;Clarify the parameters of the project&lt;/li&gt;&lt;li&gt;Communicate the project throughout the organization&lt;/li&gt;&lt;li&gt;Diagnose critical variables, such as sponsor commitment and target resistance&lt;/li&gt;&lt;li&gt;Monitor implementation&lt;/li&gt;&lt;li&gt;Evaluate results&lt;/li&gt;&lt;/ul&gt;&lt;p&gt;&lt;em&gt;Adapted from &lt;/em&gt;Project Change Management,&lt;em&gt; by Daryl R. Conner and Nicholas L. Horney (McGraw-Hill).&lt;/em&gt;&lt;/p&gt;

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