The theories of change implementation are of great relevance to various for-profit organizations. This paper is aimed at reviewing some of the models developed by scholars, in particular, Kurt Lewin’s model, Kotter’s approach, and ADDIE framework. Furthermore, it is necessary to give recommendation to a software company Blue Cloud Development that currently attempts to introduce new strategies in order to achieve growth (Spector, 2013). Overall, one can argue that a new policy or strategy can be successfully implemented provided that it relies on the continuous cooperation between organizational leaders and frontline personnel. This is one of the issues that should be taken into consideration business administrators. It is possible to distinguish several theories that are employed by business administrators. For instance, one can speak about the three-step-model developed by Kurt Lewin who tries to describe the process of organizational change. In involves several important tasks. First of all, it is necessary to “unfreeze” the existing policies or models adopted within a business (Levasseur, 2001, p. 72). In other words, leaders should demonstrate that current strategies are not effective and one should modify them or develop new ones in order to remain sustainable or competitive (Levasseur, 2001, p. 72). The second step is to adopt the policies that can help a company improve its organizational performance (Levasseur, 2001, p. 72). At this stage, employees have to overcome some confusion, because it is difficult for them to adjust to new rules or procedures (Levasseur, 2001, p. 72). At this point, it is vital to communicate the benefits of the new models and gain the support of workers. The final step is to turn the new practices into a rule and make sure that every person is able and willing to follow new workplace procedures. These are the main steps outlined by Kurt Lewin. Another theory of change implementation is the 8-step Change model developed by John Kotter. It is often used by managers who want to introduce some innovations in the workplace (Scheeres, 2012). Again, at the very beginning, administrators should highlight the need for change. One should prove that current practices of an organization can sometimes prevent a company from achieving its long-term objective (Scheeres, 2012, p. 24). Secondly, a manager should form a coalition or a group of employees who are willing to develop and advocate new strategies (Scheeres, 2012, p. 24). This coalition is critical for the later implementation of any new policy developed by the leaders (Scheeres, 2012, p. 24). Furthermore, leaders should develop a vision or objective that a company has to reach within a certain period. Later the management will have to communicate new policies, allocate duties, set short-term tasks, and eventually turn new policies into a norm. This is another approach that the CEO of Blue Cloud can take. The main advantage of this theory is that it provides specific instructions to people who implement change. Furthermore, one can speak about the so-called ADDIE model which is also employed by managers. It consists of such steps as “analysis, design, development, implementation, and evaluation” (Dublin, 2011, p. 39). This framework is based on the premise that organizational change should be a continuous process during which administrators implement changes, evaluate effects, and modify the policies if they do not yield the expected results (Dublin, 2011, p. 39). The main strength of this theory is that it shows how organization should modify their policies in response to the feedback offered by workers (Dublin, 2011, p. 39). This principle of this model should not be overlooked by organizational leaders. These examples suggest that there are several characteristics of effective organizational change. First of all, one can speak about the commitment of employees who should be committed to the organizational goals that a business should attain. Without this motivation, leaders are not likely to achieve any of their objectives. Furthermore, they should understand the need or rationale for change and support the policies developed by the company. Finally, leaders should be a