ALT The most successful leaders of change build “change readiness” by focussing on six components of culture: Legitimacy: Find and work with the informal influencers who can make or break the change process through their influence, intelligence, networking abilities, or simply the respect they hold in the organisation. Ownership: Do change “with” people, from the earliest stages, not “to” them or “for” them. Relevance: Frame the change as crucial and integral to what really matters to people, rather than just extra work added to the pile. Attainability: Break change efforts into a series of small scale changes which enable change to be more digestible, achievable, and manageable. Authenticity: Provide behavioural illustrations of what the change represents, so it is transformed from something stated to something acted upon. Impartiality: Establish a neutral change facilitator to help negate internal politics, posturing, and infighting and help everyone see the bigger picture.