The reasons for the failure of organizational transformation projects can typically be narrowed down to a failure to tackle one of the three major determining factors. If you're planning a large scale transformation or modernization effort at your organization through a firm like X Plane, you'll be most likely to achieve success if you focus on these three determining factors from the earliest stage of planning until you've achieved your objective:
Change management efforts and capabilities
Above all, you need to familiarize yourself with everything that change management entails. Change management efforts focus around the context, content, process, people, and purpose of the change at hand.
A thorough change management strategy will allow you to recognize where change is most necessary at you organization. It should also involve focusing on defining exactly what the end result of the organizational transformation will be.
Experts in change management know that it's important to draw on the organization's strengths and most powerful resources when implementing change. These strengths and resources should be incorporated into a change management model that serves as an outline of the strategy that will be followed throughout the project.
Consensus among individuals and departments involved
Organizations are made up of diverse people with different perspectives. Nevertheless, organizational transformation success will not be possible unless a certain level of consensus can be reached among these people.
The best way to get everyone on the same page and achieve this consensus is to allow everyone involved or affected by the project to present their perspective and their ideas. Through open communication, you can make sure that your entire organization is aware of the need for the changes and is devoted to working hard to realize the projected changes.
Ongoing commitment to the project at hand
The third determining factor is making an ongoing and persistent commitment to the project. It's easy to lose focus and to take on additional projects that create distractions as time goes on and undermine the organizational transformation.
You shouldn't be moving on to another large scale project until you've attained the objectives that you initially set out. Tracking progress regularly is a good way to stay focused and motivated to keep up your commitment.
Also, focusing on intermediate goals is a good way to maintain focus with different departments and individuals who are taking part in the effort. Intermediate goals should be laid out as part of your change management model to facilitate this ongoing commitment and to recognize the fact that organizational transformation won't take place overnight.