There are many factors necessary for change within an organization, not least of which is the consensual feeling from all key players involved that change needs to happen NOW! Without a sense of urgency for change even managers and employees committed change are not going to dedicate the effort necessary to enact it. So how do you increase the urgency for change in an organization? Here are three tips:

• Do your homework and gather all necessary data. It will be hard to make any case for change if you cannot effectively show that change is necessary. And don’t solely rely on “gut feelings” and qualitative observations; numbers don’t lie (unless you are a tremendously talented statistician) so get the cold, hard facts to prove your point.
• Bring together the necessary players involved and present the case for change using the data you have collected. Explain why change is necessary and what the end vision is; give people a goal to work towards.
• Identify and assign tasks to managers and employees for implementing change. Make sure to follow up with them on their assignments and encourage them to meet progress goals. It is important that everyone involved in the change knows what their role in order to for efficient team work to take place and meet the change goals.

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