Implement ChangeOrganizations don't change, people do (Sullivan and Decker, 2009). The responsibility of a manager is to manage people. Change is difficult for most people and managing the process of change is not an easy task. There are many theories about change management, but they essentially have four elements: assessment, planning, implementation, and evaluation (Sullivan and Decker, 2009). The role of a manager is to examine each of these elements and apply them to the people they lead. Addresses the role and responsibility of the manager in implementing change. According to Sullivan and Decker, there is a ten-step process for implementing change (Sullivan & Decker, 2009). In the first three steps, the manager must identify the problem or opportunity, collect the necessary data and information, and analyze that data. The goal of collecting and analyzing data is to identify potential solutions and consequences of change (Sullivan and Decker). Once the data has been analyzed, the manager must develop a change plan. This plan should include the timeline in which the change will take place as well as the resources the manager has and those that are needed (Sullivan & Decker). The next step is to identify supporters and opponents of change. This is an important step because the enthusiasm of supporters can be contagious. When key supporters are given the power to make changes, they can be effective in getting others to support the change, and the change is more likely to succeed (Sullivan and Decker). Some people are very resistant to change. By identifying those who oppose change, it will allow management to work with these people or have them leave the organization. Change is... middle of paper ... It's natural, but how a manager handles resistance will determine their success. Change can only succeed if there is support for the change. Most leaders can manage real change in an organization. A good leader not only plans and acts on change plans, but listens and guides their employees throughout the process. Managing people through change is the hardest part. Works Cited Goman, CK (2000, December). The biggest mistakes in change management. Retrieved May 13, 2011, from http://www.winstonbrill.com/bril001/html/article_index/articles/501-550/article506_body.htmlSullivan, EJ and Decker, PJ (2009). Effective Leadership and Management in Nursing (7th ed.).Themanager.org (January 5, 2010). Change management. Retrieved May 16, 2011 from http://themanager.org/Knowledgebase/Management/Change.htm