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We should aim to minimise change whenever possible.
But sometime change may be necessary.
People frequently describe the need (what) to change in terms of how to achieve the change. Problem solving is often described in terms of structural change: "The problem is that we need more resources..."
Managing change involves finding clear answers to three important and separate questions (Goldratt):
- What to change? Where is the need to change?
- What to change to? How will things be when the change is achieved?
- How to cause the change?
When people start to combine answers to these questions there is insufficient clarity to ensure success