McKinsey consultants Peters & Waterman were the most popular in the 80s and 90s because they co-authored the book In Search of Excellence. In 1958, Ron Lippitt, with his colleagues Jeanne Watson and Bruce Westley, wrote a book called The Dynamics of Planned Change. The power of McKinsey was that they practiced social science according to professional discipline rather than an academic discipline. Change management is a section of project management that includes formal processes and procedures for integrating and managing changes in the project throughout its lifecycle.
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Used by successful individuals and organizations around the world, Changemethod gives you everything you need to lead, plan, implement, measure and sustain your organizational change program. It serves as a key milestone, an executive planning and decision making tool, a tool to communicate the bigger picture to the wider organization and also serves as the foundation for the more detailed change management plan. Are you employees resistant to change?  Learn how to encourage change versus resistance to change.  Grow your company with full engaged employees with vital leaders.
Change management can be defined as a set of processes that is employed to ensure that significant changes are implemented in an orderly, controlled, and systematic fashion to effect organizational change.
Change management has been developed over a period of time and one of the models that has played an influence in change management is the ADKAR model.
Awareness – An individual or organization must know why a specific change or series of changes are needed. Desire – Either the individual or organizational members must have the motivation and desire to participate in the call for change or changes.

Ability – Every individual and organization that truly wants to change must implement new skills and behaviors to make the necessary changes happen. Reinforcement – Individuals and organizations must be reinforced to sustain any changes. Organizational change management takes into consideration both the processes and tools that managers use to make changes at an organizational level. In most cases, management’s first responsibility is to identify processes or behaviors that are not proficient and come up with new behaviors, processes, etc. At this point management should assess the employee’s reaction to an implemented change and try to understand the reaction to it. Specific qualification, degree or skills is not necessary for this, just keyboard typing and a good working and reliable internet connection ….
Any Time limitations or boundations to start work is not required … You may do this work at any time when you willing to do it …. Try CentriQS complete task management solution for planning, tracking and reporting tasks, projects, and schedules. Change management has been around for a while, but has become extremely popular with organizations or corporations that would like to initiate significant change to processes that can include both work tasks and culture. One of the goals of change management is with regards to the human aspects of overcoming resistance to change in order for organizational members to buy into change and achieve the organization’s goal of an orderly and effective transformation. Most organizations want change implemented with the least resistance and with the most buy-in as possible. In addition, each individual and the organization as a whole have to work hard to make the necessary behavior modifications.

Increase productivity of your small business or office by better organizing your employees' tasks and time. In this model, there are five specific stages that must be realized in order for an organization or an individual to successfully change. For this to occur, change must be applied with a structured approach so that transition from one type of behavior to another will be smooth.
Once changes are identified, it is important for managers to estimate the impact that they will have on the organization and individual employee on many levels including technology, employee behavior, work processes, etc. If an organization tries to make changes that are inherently bad or that the organization does not receive positively, it will be much more difficult or close to impossible to implement these changes without significant resistance. By responding to the change leaders prepare followers to focus on learning and discovery instead of security and control. It is management’s job to help support workers through the process, which is at times very difficult.
The end result is that management must help employees accept change and help them become well adjusted and effective once these changes have been implemented.

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