Using the content outlined below, which was a discussion post. Please create a short reply of less than 180 words that agrees with something they said and asks a question to further the discussion.

I think we can all agree that all of the principles are important when it comes to change management, however there are some that might stand out as most important. In my personal opinion I think the four most important principles are change is a process, resistance management, change capacity, and effective communication.

Change is absolutely a process, it does not and cannot just happen overnight. As mentioned in the slides, we must prepare for, plan for, and then execute change. We must first clearly outline what the change is going to be, then convince others that the change is necessary. We need to create a plan for sponsorship, communication, development, training, and so much more all before we can even think about implementing a change. For example, the current project that my team is working on has been in the pipeline for over a year. Yet the details and funding for the project were secured even earlier than that. It has been in the development stage for nearly 8 months and will finally be ready to release this coming August. This means that users will require appropriate trainings on the new application as well as ample communication and documentation in advance. Which leads me into effective communication.

I do not think that change can be successful if it is not properly communicated. At all phases of a project, all involved parties must know what is going on. During the planning phase, stakeholders, managers, and other key players must be able to effectively express their needs and desires. They must then inform all developers and anyone who is going to be involved in implementing the change. If the developers are not provided with adequate information, they cannot be expected to successful carry out the project and implement the change.

Change, no matter how big or small, is still change. Therefore, it is important to adjust change management practices based on the project or change that is being implemented. It is also important to ensure that the team, organization, users, and others are able to take in and digest this change. Is it something so big and overwhelming that it will not be accepted? Does the implementation team have the time, capacity, budget, and resources to get it done? While we might have a vision to take over the whole world, we can only achieve that by going one country at a time. We must set realistic goals and expectations.

And finally, is that change going to receive push-back? Whether that be from stakeholders, developers, the greater organization, or users, it is human nature to feel uncomfortable with change, especially when entering into unknown territories. In the component library project that I had previously mentioned in the last discussion, many of the developers pushed back because they believed that teams would not be willing to adopt and use the library, so spending time on development would be a waste of time. This has proven to not be the case and currently many teams are using the library, however the developers had to be convinced by the sponsor that it would be worth the work now and would save time in the future.