The change strategy that is developed must take into account the organization's current capacity and capability for change. An assessment of these variables should be undertaken before a change process is engaged. Thought should be given to the skills and attitudes of the people involved. The process should be planned and should take into account the stakeholders, time frame, context, and outcome. The structure, the formalized relationships and organizational imperatives through which work gets done, should be flexible enough to be reconfigured and reshaped as needed with changing circumstances.
Transformational change is undoubtedly the most difficult type of change to undertake.
It requires not just a change in the status quo but the development of a new framework that may bear no resemblance to anything the stakeholders have seen or experienced in the past. They must be convinced not only that the new construct will be an improvement over the existing one but also that it will work. Process needs to be considered in the overall management of an organization. Today's workplace requires individuals to have the emotional and intellectual capacity to be flexible enough for continuous change no matter what their job or position. They need to have the skills to be successful within this context.