In the uncertain world of the 21st Century, leading change is probably the greatest challenge which organisational leaders face.
Corporate strategy is being driven by a kaleidoscope of different global factors. New technologies are turning paradigms on their head before they are even fully established. Because of the compound effect of change, it is increasingly difficult to predict the future with any degree of certainty.
Organisational Leaders need to design and implement strategies which balance the needs of all key stakeholders – employees, shareholders, customers, suppliers – and increasingly the wider community and environment.
Most change initiatives fail, not because they are inherently poorly conceived but because they are not adequately planned, launched prematurely and fail to take account of the emotional needs of key stakeholders.
Even the word “ change “ can unleash a cocktail of different emotions. Rumours replace fact, people invent their own storyboards and organisations often lose many of their best people in the process. This is costly both in financial terms and in terms of organisational momentum.
Add to this the complexity of continual serial change leading to “ change fatigue “, and it is easy to see why organisations struggle to make change succeed.
properly - time spent well here can pay massive dividends. Designing a clear, motivating change definition, undertaking an effective stakeholder analysis and making time to plan the other stages of the change can radically increase the chances of success.
stage can keep any temporary dip in the change curve as shallow as possible and help your change initiative to fly rather than flop. 
a change effectively requires expert Management as well as Leadership. Organisation, on-going empathetic communication and feedback can create and maintain the momentum you need.
a change and make sure that it produces the desired results requires focus and commitment. It is vital to embed the change in the organisation’s culture, produce the desired results and thereby motivate stakeholders to be more open to future changes. 
