Abstract :
One of the basic rules of change management is the existence of a beginning and an end. Most change projects start out with a clear, finite and predetermined objectives, however, when cultural change is involved, it becomes far harder to be clear at the outset on what the change is looking to achieve. Change leaders tend to focus on their own particular areas of interest and expertise to the exclusion of others. In this paper, the author presents the guidelines for change management as well as the necessary traits needed for its successful implementation. The author points out that successful change management programmes need well-balanced teams with complimentary skill sets not only in the technical perspective but also in the psychological make-up of the team members.
