You will need the right skills, attitudes and behaviours necessary for the vision to be reality. This may mean training is required or scenarios for individuals to experience what the vision feels like once implemented to remove any potential barriers.
Do the existing systems and processes support the vision? At this stage removing blockers that stop people taking action towards the new vision rather than fixing or resolving barriers and problems in processes is necessary. This is about empowering people to act rather than implementing the details of the change.
Managers / Supervisors as barriers
Most change or transformation programmes encounter supervisors or managers who block changes, the reasons for this are too many to explore here. Individuals are a product of their history and some will have ingrained habits that may not correlate to the organisation's vision for change. If an individual at a managerial or supervisory level is a blocker they should be dealt with sooner rather than later to minimise the impact on the people who are willing to take steps towards the new vision.
With empowered individuals ready to act and who understand the change vision for the organisation, it is time to plan for and create short-term wins.