People with roles in the implementation are empowered by giving them accountability, training, and organisational structures and HR processes that fit, while early wins are identified and publicised to build momentum: training gives staff the skills and attitudes that let them feel empowered; quick wins linked to known trouble spots or pressing external factors are identified, prioritised and delivered; the wins achieved are used by publicising their benefits to demonstrate progress towards the vision, refining the vision, keeping leaders committed and building momentum; organisational structures that fit the vision are identified and altered where necessary; HR processes and measurement systems (performance evaluation, pay, promotion, recruitment and hiring) are adjusted to support the vision; and leaders who keep resisting the required change are identified and managed.
The graph holds this control, the 0 it maps to, and the evidence behind each claim, over MCP and REST.