The organisation should set the pace of change and show key stakeholders what it will deliver for them, explaining the reasons, benefits, objectives and approach. Leadership behaviours should treat change and agility as core, and stakeholders should be heard when they want existing norms revisited. Psychological safety and a no-blame culture should let well-intentioned failure become learning, with lessons drawn from its own experience and from other organisations and fed back to support people's growth.
The graph holds this control, the 0 it maps to, and the evidence behind each claim, over MCP and REST.