Change is endless in today’s organization. Change is an important transition in an organization. Change can either improve or destroy an organization if the key barriers such as understanding, identifying, overcoming and mapping out a strategy method is not addressed effectively. Resistance to change, which is the second stage of the Kubler-Ross grief model is the phase that people can decide to slow down or disrupt the change initiatives (Lorenzi and Riley, 2004). One of the most dramatic changes I have encountered is the transition from the nation’s largest non-profit and largest faith-based health system to a for-profit health system. The strategy used to facilitate the change process was the organizational development which is a slow and
