To actually deal efficiently with change, by initiating a change project, you must “move” mentally (mind-set), and physically (actions) to the stage of commitment, …generally recognizable as active planning and action.
When you compile explicit plans, you have decided to take the necessary or crucial actions…. SOON! You may have already tried several times to deal with change and wish to continue trying. Thus, assessment (monitoring, evaluation & correction) should also be regarded as being committed. Be mindful of you change assessment intention though, because you can easily bluff yourself (&others) by deploying assessments as a technique to either avoid your change responsibilities or justify non-actions by means of “forever” considering your options.
Ideally, you must understand the dynamics and context of change, BUT shouldn’t obsess yourself too long with understanding a problem in pedantic details (i.e. over analyzing, and also keep in mind, a dissected frog is no longer a frog), nor trying to developing a perfect or ultimate change project strategy, before any action is taken.
What is so important about the commitment stage of change?
IT IS IMPORTANT TO START A CHANGE PROJECT AS SOON AS POSSIBLE, and not wait on a crisis to force you to take the necessary action.
Commitment implies that you stick with a change strategy as realistically and practical as possible, until you are able to reach your expected goals (i.e. vision), even when such goals are adapted or changed along the way to suit the context. Commitment means to stick with it until the required harmonious environmental fit is restored.
Regrettably, most change project are frequently terminated prematurely (i.e. before authentic success was experienced), because people weren’t committed to change in the first place.