Sorry, differentiating and lasting organizational change is generally attained in increments.  Most generally very small increments at that.  Moving a group of people on the path to authentically think and behave differently takes time.  How you approach this is critical to the success you will build and the permanency with which it will last.

Each change movement is very much like an infinite chess match, not a simple game of tic-tac-toe. Complexity is added with each involved individual that must adopt the change.  Organizational change happens one brain at a time.

Ancillary or primary groups that also mange “across” or sit “above” other groups in the organization make change even more complex.  Each group essentially represents another chess board that you must be at to influence support for the change you wish to lead.

It’s best to avoid the ego trap of having personal expectations that your theory of change and agenda are a simple game.  Your passion, your wisdom and your decisive approach will move others, but probably not as quickly as you might desire.

If there are more than 5 – 10 people involved, apply what you have learned to relate with others to set multiple stages for incremental successes.  In chess, you are allowed only one move at a time.  After you make a move, the other player then responds with their move.

Your move.  Own it, but it’s only one move and on only one board at a time.

“I have come to the frightening conclusion that I am the decisive element. It is my personal approach that creates the climate. It is my daily mood that makes the weather…”  –  Goethe —