In his manuscript, John, P. Kotter talks about the certain steps for effective immense change. These steps are: increase urgency, build the guiding team, get the vision right, communicate for buy-in, empower action, create short-term wins, don’t let up and make change stick respectively. These steps have been employed time and again by the author and have seemed helpful whenever applied.             Administrations that are steering forward and succeeding their way well into the future are the ones that acknowledge the significance of see, feel, change method in their units. It is not through the analysis of massive data or presentations that pushes an organization forward but rather by changing the thought method to impact behavioral change among the staffs. They prove to be solution oriented by welcoming new ways of contemplating in the company. Establishments like these take pride in action rather than in giving rules and regulations by showing what the problems are and how to address them.            The technique involves people in a more subtle and deeper way through means and methods that are hard to forget such as images and objects. The approach is involving in nature; meaning that participation among workers or colleagues is encouraged. Interaction across the organization tends to help the functioning of tasks. With communications among all levels change is easy to implement. In such an environment empowerment helps employees to act on themselves and go further according to their responsibilities and goals. The approach gives the proper image to the group. With the right mentality and guidelines in sight, transformation can be effectively put into action. Change will call for phase after phase after phase until it comes. It is important to stick with it until it happens because when it does, despite the urge of backsliding or turnarounds, the adjustment does stick (Kotter, 2002).