A] Identify long term goal(s)

The first step in developing the pathway to change is to identify the change that you want to achieve. This is your long-term goal. It is a vision of success that you create together with your staff and other stakeholders. But this vision is not just a beautiful dream: it has to be firmly grounded in reality. It has to describe real people, real situations, real cultures, real organisations, etc. It has to be plausible, not some kind of utopia.

You can have more than one long term goal, but if you have more than one goal you will quickly end up with a very large number of outcomes that all have their relations and assumptions and you will end up with a big giant ToC that no-one understands (so KISS: Keep It Simple, Stupid).

To clarify this vision or long term goal, you can describe what the desired change in behaviours, attitudes, capabilities, values and/or relationships will be.

Because the situation in which you work changes over time, your vision also has to by dynamic. This means that working together with other key actors you will need to solve new problems that occur and modify your approach were necessary.