We are currently in the beginnings of an organisational development programme and have taken a senior manager out of his job to be programme manager. This is a well respected and able individual who is often fairly cynical about these initiatives. This alone has given this programme the weight required to be successful. We are also fully engaging our 208 managers and asking them what their issues are from this we will create around 4 project teams coming from that grade and ask them to solve the problems. I guess the key is engagement in the programme and making the programme bespoke to your own business. Don't force the change, engage and take it slowly if you want organisational change to really stick. We have had an assortment of poor initiatives in the past that have led to widespread disengagement, so now we take it slowly, engage the management and allow them to come up with the solutions. Hope this helps.