The constant debate regarding people perceiving change is always for the greater good and advocate that change is a good thing. But are those always right? Change is often The constant debate regarding people perceiving change is always for the greater good and advocate that change is a good thing. But are those always right? Change is often inevitable. It isn’t something inherently good or bad. It can teach us adapt, anticipate and react to it. Some way or another we are constantly changing. We grow. We age. And alongside with this, our mentality and lifestyle changes. Question that we can ask ourselves includes “Was the game we used to find amusing when we were 10 still portrayed to us with the same experience when we are 30? Are we still as active and agile as we age being able to perform those acrobatic movements that we were able to do before?” These are some examples that change is constant. And the main drive to why people relinquish change, or resist change is due to technological advancement. Reluctance to change is fairly normal yet a destructive thing. In some cases when managers or stakeholders fail to realize the symptoms of change that directly relates to the proposed or actual change such as high staff turnover, conflict, mistakes, injuries, low morale/lowered productivity. In due cases where one is reluctant to change may result in significant impact to the organization itself. Living in a global fast-paced global environment, businesses be it big or small is often hit with the intervention of the need to change. Change in brand identity, such as image, logo, slogan may seem to be minor to stakeholders but in most cases, it will impact end users on how they perceive the product or services where loyal brand lover hates changes. Large scale change such as organization change, acquisition or collaboration of companies is often complex and lengthy process. Ultimately before implementing a change, decisionmakers often need to ask themselves “What additional value do I bring to my customers, employees and other stakeholders involved?”. One of the prominent change that occur in the past decade was the acquisition of IBM by Lenovo.. It isn’t something inherently good or bad. It can teach us adapt, anticipate and react to it. Some way or another we are constantly changing. We grow. We age. And alongside with this, our mentality and lifestyle changes. Question that we can ask ourselves includes “Was the game we used to find amusing when we were 10 still portrayed to us with the same experience when we are 30? Are we still as active and agile as we age being able to perform those acrobatic movements that we were able to do before?” These are some examples that change is constant. And the main drive to why people relinquish change, or resist change is due to technological advancement. Reluctance to change is fairly normal yet a destructive thing. In some cases when managers or stakeholders fail to realize the symptoms of change that directly relates to the proposed or actual change such as high staff turnover, conflict, mistakes, injuries, low morale/lowered productivity. In due cases where one is reluctant to change may result in significant impact to the organization itself. Living in a global fast-paced global environment, businesses be it big or small is often hit with the intervention of the need to change. Change in brand identity, such as image, logo, slogan may seem to be minor to stakeholders but in most cases, it will impact end users on how they perceive the product or services where loyal brand lover hates changes. Large scale change such as organization change, acquisition or collaboration of companies is often complex and lengthy process. Ultimately before implementing a change, decisionmakers often need to ask themselves “What additional value do I bring to my customers, employees and other stakeholders involved?”. One of the prominent change that occur in the past decade was the acquisition of IBM by Lenovo.