ABSTRACT
It is easy to think that the organization works in and for, is unique in the changes it is experiencing. In fact, all organizations are affected by pressures for change to a greater or lesser extent. A simple and useful method for charting change was originally described by Kurt Lewin, a psychologist, who suggested that we could look at any organization, or any situation, as being held in balance or equilibrium between two sets of forces. A sensible first step when planning any change, is therefore, to list all the forces, both driving and restraining, actual and potential, and to use the people involved in the change to make up that list. Managing change is difficult and there will often be unanticipated outcomes due to the complexity of our work. However, it will be much easier to handle if we plan for change and consider the possible implications.
