The management of change focuses on people, often called stakeholders; stakeholders are those who are impacted by, or perceive themselves to be impacted by, a change. All leaders should have a vision of the future they want to create. They must also be able to communicate that vision to others; a vision which isn’t shared and understood is just empty words. Except when dealing with relatively simple change or an obvious crisis, simply instructing or asserting that ‘something should happen’ is seldom enough. The purpose of managing change is to prepare, equip and support organizations and people to change their approach and, where appropriate, behaviours, to enable an organization’s leaders to realize the benefits needed to achieve the vision. In other words, change is all about delivering the desired outcomes. Delivering outcomes usually means someone, somewhere must do something differently, something new or stop doing what has been done for years.