True transformation is not perfect execution.

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• Define clear vision and success measures - from core objectives to specific end-state conditions that signal achievement
• Build compelling change narratives based on thorough impact analysis and stakeholder needs
• Establish robust delivery infrastructure - detailed work scopes, performance metrics, and accountability systems

• Establish clear ownership and governance - from executive sponsors to workstream leaders, with defined decision rights and accountability paths
• Drive rigorous performance rhythm - structured reviews, assessments, and risk management routines that maintain momentum while enabling course correction
• Ensure implementation integrity - systematic tracking of actions against scope, with robust validation of delivery effectiveness and work package completion

• Simplify planning - replace complex Gantt charts with practical milestone tracking and deliverable-based roadmaps
• Unify critical workstreams - integrate risk, change, and communication planning into a single coherent execution framework
• Focus on fundamentals - adopt right-sized tools and avoid classic pitfalls of overconfidence, overreaction, and target fixation

• Designing the strategic game plan and principles of operation, including how the team will negotiate, develop allegiances, secure resources, navigate ambiguity, anticipate and solve problems, and make decisions
• Build identity and belief with team charter development and kickoff sessions
• Implementing scheduled team routines - work plans, standups, initiative reviews, read outs
• Agreement and alignment on team ways of working - decision making, command structure preferences, lifestyle
• Building non-technical behavioural capability, including confidence with conflict and difficult conversations, effective interviews and interactions, belief system insights, structured communication, ExCo presentation standards and delivery, and problem solving.

• Targeted people engagement to build awareness of, voluntary cooperation with, and commitment to new ways of working
• Giving bottom-up autonomy and decision making flexibility to work teams
• Creation of new organisational contexts with task-aligned implementation of new roles, responsibilities, and relationships backed by required training and up skilling programs
• Negotiating colliding interests and positions and formulating paths to resolution.

Troubled initiatives that spiral into heightened management scrutiny have difficulty re-stabilising. As management intervenes, and risk mitigation is triggered, a cycle of more and longer meetings, detailed analysis, briefing creation and re-scheduling inhibits capacity and meaningful progress as teams attempt to orient back to plan. Services from Transforming Performance include using a structured and collaborative approach across several areas:

• Conducting situational assessments to separate symptoms from root causes
• Assisting program and initiative leads to generate a new delivery roadmap
• Facilitating interactions and workshops to reconcile divergent positions into mutual shared interests
• Implement revised team ways of working to re-establish stakeholder confidence, team dynamics, and delivery to target.