Leading change within an organization is most successful when it involves leadership and a team of people. The team should include those within the organization starting from the bottom up. Two strategies from Blanchard (2010) that are beneficial for leading an effective change include selecting and aligning the leadership team and envisioning the future by creating a clear vision.

The first strategy of choosing and aligning a leadership team involves teamwork. Those chosen must include formal and informal leaders (Blanchard, 2010, p. 46). For example, in a hospital healthcare system, the team would include employees from facilities, environmental services, staff, providers, managers, directors, and the chief nursing officer who can represent a winning team. Creating a team will give all members a voice of thoughts and comments about the proposed change. Each team member will have an opportunity to find out how the change impacts them and the overall outcome for the hospital system. Choosing a range of members or stakeholders to be on the team will support the change and create momentum for successful outcomes.

A second strategy for leading change is to envision the future by creating a clear vision among all stakeholders. An organizational vision must be shared by leaders and followers (Nadim & Singh, 2019). A successful guiding team provides communication along with a well-defined and planned direction. When there is positive momentum in stakeholder support, the collaborative team it will operate with trust and emotional commitment (Kotter & Cohen, 2002).

Considering to include the most vocal critic among the guiding team can also be seen as a strategy for success. Often critics need a voice so their thoughts and opinions are heard. As a critic they may recognize problems from their point of view or the view of other employees who also share apprehensions. Ways of facilitating trust and reducing change aversion shared by Hubbard, (2023), include providing clear and consistent communication, transparency, active listening, responding to feedback, increased awareness and accountability, and encouraging employee motivation. Critics who ask the "why" provide conversation among the guiding team and clarity on a clear vision and the path to success. They are asking why to increase awareness, collaboration, and appreciation for other team members while also reducing team conflicts (Kohli, 2020).