Point out the results if there is no change; present hard data to support the need for change, talk dollars and cents

Create a learning environment, make it part of the culture

Understand and communicate, communicate: the why, the benefits of the change, what is in it for me (WIIFM)

Delegate ownership of the change process

Make sure you have the right people involved

Rewards and recognition - tied to the purpose of the organization

Uncover and address key concerns in advance

Involve those affected by the change and value their inputs

Lead by example

Use external resources with reputation; bring in new people for new ideas/questions

Decrease, mitigate the risk of change, i.e. do not shoot the risk taker, some failure is expected

Focus senior management training on change methods

Bring in outside experts