This means not waiting for all your ducks to be in a row before you take any kind of change action.
Your particular ducks will never be in a row.
Some of those ducks include consensus, organizational support, respect, the power granted to us by upper management, the desires of our co-workers, the anticipated applause of our customers and/or clients, and on and on.
You may have some of those ducks.
You may have none of those ducks.
For culture change to begin, the answers to two questions are the only ones that matter:
Do you care enough to take a risk?
Do you need other people to succeed in the change effort?
Whether you have a duck in your possession or not (or how many you have) is irrelevant to making the change you seek.
What’s more important is deciding to lead the organizational change with the ducks you already have.