Change Management Plan Change is essential in today's business environment. If a company wants to survive and succeed on a macro level, it should analyze and adopt the best overall plan for company-wide change. When examining how best to make changes in a company that will impact the company globally, it is usually best to look at the big picture before taking action, lest the plan fail. This document briefly summarizes four key areas that leaders and managers must understand to successfully effect change or, in the case of our model company CrysTel, manage change dynamically throughout the life of the company. To fully understand the change it wants to make, the company must understand the implications of the change and the human variables involved in implementing the change. The company should also make an effort to understand how to monitor the progress of the change and how to ensure its continued success. The following paragraphs explain what CrysTel is, why it needs to change, and how these four key areas can be manipulated to help it succeed in its dynamic need for change in the ever-changing environment in which it lives. Implications of organizational changeCrysTel is a telecommunications company that lives in a very dynamic environment and needs all its aspects to be dynamic and able to change relatively quickly. Senior management recently realized that CrysTel needs to introduce more products and services into its portfolio. This means that everyone who works for the company must be good at analyzing the best way to change, implement change and sustain change. It also means that CrysTel employees must change along with the organization. In order for all employees to thrive in the constant change that will occur and be as dynamic as they need to be, they must have good, dynamic leaders and managers to help them in the effort. Without support from the top, employees will likely lose focus and desire to see the company succeed (Miller et al, 2004). If the company does not prepare well, it may also experience a high turnover rate. A study conducted by Lester Coch and John R.P. French demonstrated that if a group of workers was not adequately prepared for change, that group exhibited a high turnover rate (Krietner & Kinicki, 2003).