It depends on how different the new operating model is. Key tactic: change management! (comms, champions, anticipate and mitigate resistance, educate and enable, etc).
Also don’t try to design in detail how it’ll work first: leave room for people in role to work that out and so own the change in their space.
Also ensure the change strategy has structures to support experimentation and improvement: the operating model won’t be 100% right first go, people will need to adapt processes, try things and adapt as they experience the new operating model dynamics.
Also clarity around decision rights and accountabilities for key outputs and outcomes of the operating model is an accelerator.
Move at pace, encourage adaptation towards the TOM’s North Star, focus on key metrics & targets the TOM is meant to achieve, and ensure people impacted by the change feel cared for.