Life is flux change is a constant.  This change is growth, a nautilus exists through a constant growth, adding strata, upon strata revolving around the central life force of the organism…So too, with business, the ability to quickly react and implement needed change providing additional chambers, the competitive  advantage for organizational growth. 

   Planning Change is framing change within a process to identify and remediate each portion of required change.  Identification would entail identifying the type of change: [ fiducial, personnel, process or work flow.  The stakeholders too would require identification as well as particular requirements to insure their support.  An additional phase of planning would be the identification of any barriers to implementation, as well as needed remediation. 

  Managing Resistance to Change entails acknowledgement of the potential drawbacks, and/or pitfalls of the change, as well means of overcoming them.  Managing resistance to change entails redesigning change to overcome arguments and challenges to implementation.  Contingent upon the particular fears or resistance expounded by the employees, corrective actions and plans would negate them.  Assurances to management of the OD practitioner’s role as advisor and facilitator would reinforce management’s support for implementation. Implementing Change would necessitate advising management of the plans and areas of resistance.  

  Implementing Change would require buy in and support from management and the work force.  Facilitation and explanation of the framework would empower the change team and manager to act upon and implement the plan.  Change implementation would also entail advising the employees of their altered duties and insure provision of training.