When the change is truly accomplished, a necessary caveat is that the person who has gone through the change has in some way incorporated it into their identity. That is, they see the new attitude, behavior or activity as who they are and what they do.
For example, if your initiative includes increasing creative ideas from employees, then one requirement is to help those employees see that they are, in fact, creative. Instead of thinking of all the ways to enable people to act creatively, or motivate them to be creative, you could help each of them think of themselves as someone who is already creative.
No matter how effectively you motivate and encourage someone, if they believe they are not someone who would or could participate in the change, then you are stuck in an uphill battle. But, if you can change their perspective and give them a new identity, you can eliminate a lot of struggle and resistance. Once you make the change a part of who they are, your job is simply to help get obstacles out of their way.
How might you incorporate the change into their identity?
Read more of the 99 Ways to Influence Change.