Change management is a structured approach to shifting/transitioning individuals, teams, and organizations from a current state to a desired future state. Organizational Change Management should begin with a systematic diagnosis of the current situation in order to determine both the need for change and the capability to change. Change management has at least three different aspects, including: adapting to change, controlling change, and effecting change. Organizational process aimed at helping employees to accept and embrace changes in their current business environment. Enterprise Transformation is driven by an underlying strategy that organizes and energizes People to understand, embrace and make full use of new Process and Technology Degree of success of this endeavour is measured by the level and nature of the Business Impact achieved. Every change management has some customizations or configurations that you need to preserve during updates or wish to apply quickly to a second server. Often it is important to know just where all those changes were made, when they were made, and what the changes were - be it for troubleshooting a problem or to ensure quick and problem-free upgrades. We will look at techniques for facilitating this process. Most people prefer predictability and stability in both their personal and professional lives. People typically avoid situations that upset order, threaten their self-interests, increase stress or involve risk. When faced with changes to the status quo, people usually resist initially. Change does not substantially alter the way a leader leads; change only reinforces that leaders must always use their skills to lead every day.