What organizational change is all about?

What is organizational resistance to change?

 How you can manage the organizational change?

Differentiate the Lewin and Kotter models of organizational change to see how you can use both those models to develop organizational change strategy (e.g., how to I plan to "unfreeze" and "freeze behaviours).

Using the Kotter Model, how do I plan to a sense of urgency for change? How will I use the 8 step Kotter Model to  my change strategy?