Confidence over successful organizational change falling

Based on a survey of 1,100 business leaders, the Regus/JBA study shows that 83% are expecting change but only 61% feel confident it will be successful based on past performance. This leaves a "change gap" of 22%, the report states. Read more... http://www.management-issues.com/2009/8/14/research/confidence-over-successful-organizational-change-falling.asp

My take...3 keys to increasing confidence in change

1) Change the organizational expectation--help people wake up to the new reality and the expectation that for the organization not only to survive but to compete, everyone will need to be willing to think "outside the box", take calculated risks, and be tolerant of ambiguity. But talk is cheap, to send a strong message, leaders and executives must show through 'visible' example those behaviors. Leaders must create credibility in the future by building trust among the affected stakeholders.

2) Create and highlight change "wins"--nothing builds confidence like success. It doesn't have to be huge or high impact. Building on small, consistent examples of success breeds confidence. Look for examples, they are there but often times they go unnoticed.

3) Prepare purposefully--when starting a new change initiative, spend the time upfront to create a change plan that addresses not only the technical/business solution to be implemented but also the social, cultural, and organizational aspects of the change. And no, a communications plan, though necessary, isn't enough. You must address issues of resistance and organizational systems and processes that keep the organization from truly adopting and assimilating the change for good. A solid change strategy executed with the same rigor as any other element of the change initiative will create energy and confidence necessary for success.

What do you think?