Leadership of managers:  Leaders with loyal followers set high standards and strive to attain exceptional results.  Some of the methods that can be used are that by empowering employees, the leader can accomplish things that he or she could not accomplish if acting alone.  Also, bringing in informal leaders can build grass-roots support for a change.

Involve the workers:  it is important to find a way for the workers to participate in matters that concern them increases the probability that they will find the program acceptable.  And, if there is a union, it needs to be involved and supportive of the change program.

Reward systems.  Flexible reward systems that take account of the differences between individual employees can win acceptance of changes, some examples are profit-sharing, bonuses, skill- and knowledge-based pay, gain sharing, and stock-ownership plans.

Negotiation, agreement, & politics:    The change leader will need to negotiate with potential resisters, build a coalition of people who hold divergent points of view and compromise, reciprocity, and trade-offs.  These all may be necessary in building political alliances.

Power strategies.  OD practitioners have historically been reluctant to deal with the use of power in organizations.  But most organizations operate within a power structure and it may be necessary to use it to persuade members of an OD program's worthiness.

Have you experienced any of these at work, if so share your experience.

How is the current level of organizational communications affecting your business? It it helping or hurting your company's performance?