The first step is to create a vision. This involves redirecting actions and consciousness toward a predetermined goal. The second step is to build a sense of urgency and provide guidance. By building a sense of urgency, others come to realize that the old ways must be replaced by better ways. Once people recognize that change must occur, they need careful guidance in making the desired change. This is done by giving permission to experiment with new behaviors and by modeling them. The third step is to anticipate obstacles that typically accompany change management. Five common obstacles are the lack of patience, exaggerated expectations, "carping" skeptics, procrastination, and imperfection. The last step in the management of change is to evaluate the organization's performance measured against its new vision. This involves developing performance standards and measurements that reflect the vision and using this information regularly to evaluate what is working and what is not. Being able to report on progress helps to keep people motivated. Progress should be measured by short-term outcomes as well as long-term achievements. 7 references