Embedded Support for the Long Haul

Outcome: A team that starts aligned — same mission, same scope, same ground rules — before any work begins.

Team Kickoff — Covers introductions, expectations, objectives, agenda, ground rules, roles, and icebreakers to get everyone started well.

MORE Checklist — A quick 1–5 rating of how clear and committed the group is on mission, ownership, routines, and engagement.

MORE Assessment — Detailed — A deeper 0–10 rating across the same four dimensions, broken into specific sub-elements.

Ground Rules & Charter — Checks alignment on scope, roles, decision-making, and operating agreements before work begins.

What's In Scope, What's Not — A visual exercise sorting what's clearly in scope, clearly out, or still up for debate.

One-Sentence Alignment Check — Each person writes a short statement of what the plan is about, then the group compares for shared language.

Why This Matters Check — Tests whether the plan's goals are genuinely linked to what matters most to the people and priorities involved.

Who's Involved, Start to Finish — Maps customers, outputs, process steps, inputs, and suppliers to define where the plan starts and stops.

Roles by Phase — Assigns each stakeholder a role — Approval, Resource, Membership, or Interested party — at each phase of the plan.

Outcome: A concrete, evidence-backed case for why the change matters now, that the group actually believes.

Why Change Matrix — Frames the need for change as both threat and opportunity, over the short and long term.

Evidence for the Need — Gathers Data, Demonstration, and Demand — the three kinds of evidence that make the case for change.

Outcome: A specific, shared picture of success everyone can describe the same way.

Picture the Future — Asks everyone to picture a future success moment and describe what they'd see, hear, and feel.

More Of / Less Of — Lists specific behaviors you expect to see more of and less of once the plan succeeds.

The Short Pitch — A short, practiced pitch anyone involved can give to explain the plan clearly and consistently.

Vision to Behavior — Breaks the vision down into the mindsets and day-to-day behaviors that make it real.

What We Want to Be Known For — Surfaces the top things you want this plan to be known for by the people it affects.

Outcome: Every stakeholder mapped, rated, and assigned a concrete plan to bring them on board.

Who's Affected Map — A pie-chart view of which groups are affected by the plan, and how significantly.

Where People Stand — Estimates how a group splits across Innovators, Early Adopters, Late Adopters, and Resistors.

Stakeholder Support Tracker — Tracks where each stakeholder stands today versus where they need to be, and the gap to close.

Why People Resist — Sorts resistance into Technical, Political, or Cultural causes, and plans a response for each.

Building Support Plan — Builds a concrete plan — issues, win-win, actions, owners, dates — for winning over each key stakeholder.

Personal Transition Check-In — Uses the Letting Go / Neutral Zone / New Beginning model to guide one-on-one support conversations.

Responsibility Grid — Maps who decides and who executes at each phase, using simple decision and execution codes.

Stakeholder + Resistance Combined View — Combines stakeholder support levels with T-P-C resistance causes in a single view.

Outcome: A clear read on whether the change will actually hold once the initial push is over.

Helping vs. Hindering Forces — Lists the forces helping the change take hold versus those working against it.

Staying Power Check — Checks early wins, commitment, excitement, resources, integration, and learning to see if the change will stick.

Outcome: Early warning on drift, tracked against real behavior change — not just task completion.

Behavior Progress Tracker — Rates progress toward desired behaviors for each stakeholder, with follow-up actions.

Progress Check-In Questions — A checklist confirming objectives, milestones, and data are in place to track progress.

TAP Profile — Overall Progress Snapshot — A single chart rating how well each of the seven pillars is being used, to spot gaps.

Outcome: Policies, incentives, and structures that reinforce the change instead of quietly working against it.

Systems Impact Snapshot — Rates how much each system or structure (staffing, rewards, IT, etc.) will impact the plan.

Systems Action Plan — Lists what's helping or hindering in each system area, with an action, owner, and date.

Communication Quality Check — Rates communication against seven traits: clear, concise, consistent, complete, compelling, credible, two-way.

Skills & Support Needed — Identifies what skills or experience the plan needs and how to get them.

What Gets Measured & Reinforced — Checks whether current measures and rewards actually reinforce the behaviors the plan needs.

Aligning Reinforcement with Behavior — A deeper, step-by-step version linking specific behaviors to existing and needed measures and rewards.

Reinforcement Consequences Check — Checks whether desired behaviors lead to positive consequences, and undesired ones don't.

Reinforcement Quality Check — Rates existing rewards against traits like availability, visibility, timeliness, and flexibility.

Measurement Quality Check — Rates existing measures against traits like completeness, timeliness, cost, and importance.

Outcome: Leadership behavior — and calendars — that actually match the priorities being asked of everyone else.

Leader Commitment — Names the specific time, focus, passion, and communication behaviors that show real leadership commitment.

Communication Channel Map — Maps which communication channels will be used for each phase of the plan.

Communication Plan — Telling — Plans what message goes to which audience, through what channel, and when.

Communication Plan — Listening — Plans how and when you'll actively listen to each audience, not just talk to them.

Time vs. Priorities Check — Compares your stated priorities against how your calendar actually looks, to spot the gap.

Leader Self-Check — A self-rating across all seven pillars to see where a leader is strong and where they need to grow.