The article I read was about change in the workplace and it was titled “Leading change: why transformation efforts fail.” The article was written by John P. Kotter in the march April issue of Harvard Business Review in 1995. I read about various things that make it difficult to effect change at the work place or organization. An organization may be as big as a multinational or as small as a sole proprietor’s enterprise. Change is inevitable in the present corporate world; change is required in order to keep up with the human dynamic society. Changer in the work place may occur in varied ways. It may be inform of a worker being promoted, transferred, demoted or fired, some may resign on personal choice, or due to other external factors. Chang may also be inform of change in the policies, change in the management or the product or service being provided by the company which may be accompanied or caused by technological changes. Relevance of the topic Yearly, many firms and organizations undergo structural changes or other kinds of changes. These changes may be caused by several factors. John P. Kotter writes that in the decade 1985- 1995, he had watched hundreds of companies trying to re-brand them selves into the best competitors. In making changes some organizations normally register failure while some register success. Most companies lie between failure and success although they lie more to the failure’s side than success’ side. From this past failure important lessons can be drawn and can be used to avoid a repeat of the same in future. Various efforts can be taking in order to avoid such failures. Such measures include: creating a sense of urgency, creating an authoritative guiding coalition, developing a vision, communicating the vision, building capacity in the others to act the vision, programming and developing short term wins, consolidating improvements and developing more change and institutionalizing new methods. Creating a sense of urgency can be skillfully and timely done through various ways such as proper examination of the markets to establish various factors such the developing trends among other factors. The companies can, the use of a task force, find out the, available opportunities, their limitations and constraints and their potentials. This finding could be useful on whether to go ahead and exploit these opportunities markets or not. Creating an authoritative guiding coalition may involve formation of a team of competent persons to spearhead the change. The group should further be given incentives to work together as a team in order to achieve the designated goal within the time stipulated. In development of a vision and communicating the vision it worthy noting that the vision provides the appropriate direction for the change therefore there is great need of developing strategies aimed at achieving the visions. The vision should then be communicated appropriately to employees who can further be thought about it. Building the capacity of the staff members to take action should is by keenly eliminating the obstacles to change and getting rod of the present systems and structures that are likely to undermine the vision developed. It requires courage to undertake and embr