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as implemented

In every change, there is an end result. Businesses do not just create change for the heck of making one. They feel that change is necessary, and that it will yield better results than what results they are currently getting. Management always expects to get better opportunities, and at the same time maintain the quality of its performance to its clients and employees.

At the end of the journey is the achievement of one's goal.

Businesses, upon reaching the conclusion of implementing change, should carefully assess and monitor the results of the change from time to time. If needed, itOs best to update it. A change request is needed to communicate the results of the change, whether good or bad. Span of control on the change should also be established; and there should be a gauge on when change management needs to be strengthened. The change management process conclusion, being the final phase in the strategic implementation of change, should require a thorough evaluation and readjustment of focus on the measurement of results and planning for the future.

Along with careful controls to remain on the "critical path,O

there should be assurances that changes are carried out along the line as planned. At the conclusion stage, the change leader may get several viewpoints from others, and it is the change leaderOs task to anticipate actions and reactions. The change leader should understand that individuals change viewpoints when new information is obtained and evaluated. The change management process conclusion is not the end, but merely that which ignites the start of new change.

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