Anderson & Anderson, 2001 cautioned all organizational leaders to be careful that any change attempted within the context of a imbalanced, overstretched workforce with unresolved and ambiguous operational and people issues will most likely result in consequences that are threefold. These are:

• Deterioration of Morale

• Short term, (short lived) and superficial initiatives

• People stop listening

So how do we avoid the pitfalls of a change initiative that results in people stop listening? Here are seven (7) suggestions:

1. Prepare and use an Impact Analysis

2. Manage the change as if the organization is the railway system

3. Manage the change process with the desired culture and leadership styles required for the new state or after the change is implemented

4. Draw on the strengths of the old way (culture) and celebrate it

5. Announce every time something in the change plan is achieved or implemented

6. Communicate to everyone the importance of their role and individual accountability

7. Act decisively regarding attitude or approach that are hindrances