We often dream of implementation as the seamless transfer of good intentions into practice. But this is a dream that is doomed to end in frustration and produces very few results because it underestimates the challenges. Another option is to view implementation as a winding road and complex learning process towards a purpose.

We'll unfold the definition and see what it does for our design and organization of implementation and what visual images we can put on implementation.

We'll also look at four implementation approaches - Just do It, We Go First When It Works, Get It Yourself and We Do It With You - and their benefits and risks in different situations and contexts.  

Implementation is about creating change, and change is concrete, detailed, contextual. No one is against a better psychological work environment, but many may find it difficult to start new behaviors or stop others. This applies to managers, employees and union representatives. This may be due to a lack of knowledge, a lack of understanding, too little investment in changing the habit system or, for example, a lack of structure for health and safety work in an everyday life that is also about operations and firefighting. We will look at the importance of vision, shared direction, capabilities, incentives, resources and plan, and what happens if we fail on any of them.