The Organizational Change Lead must now implement the Organizational Change activities. Communication should be triggered as planned. New roles must be defined as demanded in the new organization and skill gaps with respect to new roles and responsibilities and other requirements, must be identified. The Organizational Change Lead must ensure appropriate coaching for various stakeholders is carried out through planned mechanisms (trainings, workshops etc.). Ensure leadership involvement and other stakeholder support (as planned), in driving the change is obtained. The Engagement Manager (Transition) must ensure the workforce is enabled with accesses, infrastructure, facilities and other requirements necessary to drive the change. While the change process is on, it is essential that the Organizational Change Lead seeks help of the Engagement Manager (Transition) to embed realities of the transition in order to facilitate acceptance of the change. He must constantly monitor the pulse of the overall transition, uncover pockets of resistance and barriers to the change.

In case of Business Services, the Organizational Change Lead must participate in the Global Process Methodology (GPM) alignment and impact assessment to collect feedback and information.