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The first step is ”Unfreeze” which means ”making sure that organizational members are ready for and receptive to change” ( Carpenter et al, 2010, p. 361).

At this stage, it’s crucial to discuss with employees the future changes within a company and encourage them to take a part in planning and execute those changes.

Ensuring employees that the changes a company is going to take will positively influence their life.

Providing support emotional and instrumental support to employees, such as ensuring that they can perform effectively under the new system and providing them training programs.

Convincing that company’s opinion leaders that changes are urge and sufficient, and promote a positive attitude toward the changes it’s likely to be accepted and admired by other employees.

This step is important because when employees prepared for changes and they help planning those changes they less likely to resist.

On the contrary, they are likely to adapt to the novelty and work effectively under the new system.

At this stage a company executing changes, continuing providing support to its employees.

It’s crucial to create small wins for employees and voice and highlight their achievements in a way to big changes.

In such a case, employees feel valued and they are empowered to continue to execute changes.

Unfortunately, there are also can be people in a company who supports the changes company makes in the public, but underneath the surface, they are deeply rooted in previous corporate culture/ company structure/ existing processes ( Carpenter et al, 2010). it is the job of managers to identify and remove such barriers to change.

There a number of things management can do to make this happened.

The organization can share the results and what was achieved with its employees: show them how the implemented changes benefit the company, such as an increase in sales, the amount of money saved, improving the company’s reputation, etc. Doing this would assure employees that the implemented changes were the right decision.

The company also can reward those who were early adopters.

Simply recognizing their effort in front of their peers most likely to make it repeated by those people again and adopted by their peers in the future.

Embracing constant changes will make a company a learning organization.

To become a learning organization, a company needs to be aware of everyday employees’ actions and their outcomes, establish a constant and fast feedback loop, learn from mistakes, and rapidly make small changes basing on feedback to improve the outcome.

Being a learning organization and execute constant improvements within a company can benefit it and help to become more competitive in a market.