While the world continues on its series of changes that occur every day, the people in it are faced with many challenges and the blame game is still played. They gripped in the fear of what will happen tomorrow. Tension, depression, prostration has become the odor of the day, happiness, joy and prosperity something of the past.
These aspects of change include and not only limited to areas of education, economy, leadership, politics and poverty (recording high levels). These changes are also disseminated in many countries across the world of which Nigeria is inclusive.
There is no gainsay that many things have changed in Nigeria. There is high level of poverty, widespread corruption, poor quality of education, increasing social vices and discrepancies among others. These has created challenges which led to the creation of the change agenda of All Progressive Congress that is inaugurated in to government on 29th may, 2015. However the challenge now in the hands of government is how to actualize the change while in the people is how to embrace and effect the change.
The current administration had promised people change which they are still waiting to start manifesting in all aspect of their lives by them sitting and watching without acting upon it. There is no doubt that the world we live today is “impressing people with speech”. We always put hope in a good man to bring the change, and after assuming office we also expect them to roll the sleeves and get to the ground while we fold our arms instead of coming together to effect the change. We should not rely on someone to effect change it is you and I that can effect it.

The Process of Planned Change

Change is often one of the most challenging events an organization will go through. At times it subject people to many hardship on the way of implementation because many factors come into play. To maximise the success of any change in an organization managers need to create and follow a logical sequence of steps to ensure the objectives of the change are accomplished. Hence Hartzell in study.com identified the following steps:

• Recognize the need for change
Several factors lead to a change in a system, and it can be internal or external. Managers at all level are expected to be aware of these internal and external for forces that potentially compromise the success of the organization and promptly respond by changing some aspects of the organization.

• Develop change goals
Once the need for change is recognized the manager must understand why it is needed. In developing goals the manager must provide the objectives of the change and expectations of how it will respond to the driving forces that created the need for change.

• Appoint a change agent
The change agent is someone who will serves as a leader during change development and implementation. They are typically forward-thinking individuals who are highly charismatic, good with people and capable of inspiring people to accept the change and even aid in the implementation.

• Assess the current climate
The change agent should be good in assessing the current climate of the organization or condition within the system. This will help in determining how ready the organization and the members are for the change. He should spend time gathering information relating to the culture of the environment, available resources, peoples attitude, training possibilities and leadership. This data will then used by the change agent to prepare his people for the change by offering information relating to why the change is needed, what the desired future state will be, how it will be than the current state and how the change will affect the members of the environment or organization

• Develop a change plan method of implementation
Developing a change plan provides a roadmap that guides how the change will be implemented in such a way that people can be able to achieve the change goals themselves. This involves assigning responsibilities and delegations, provision of specific methods or procedures that should be followed in a milestone to implement the change.

• Implement the plan
This involves putting the change plans in to actions. The change agent is in critical time as he works to maintain momentum and monitor the progress of implementation, he should also pay attention to the distribution of adequate resources, the knowledge and understanding of his people about the implementation, provides support and remove barriers to ensure successful implementation.

• Evaluate the success of the plan at reaching the change goals
Every process is being evaluated to determine its success or failure. The data should serve as basis of whether to continue, modify or change certain procedures. It also shows weakness and strength of the process.

According to Nwankwo in 1982, the principle of change asserts change? Yes! But only when necessary. This principle recognizes that there are innumerable forces that demand change in every situation. The problem therefore is how to determine and implement necessary change without off-setting the stability of the system. This principle comprises adaptability, flexibility and stability.

• Adaptability: this principle stresses that any organization must be adaptable to change if it must ensure its utility or relevance to the society. The change administrator must identify and harness programmes and techniques of the system. However, only necessary and carefully considered and experimented upon changes should be adopted.

• Flexibility: related to adaptability point to the situational nature of change and development in the system. Organizational objectives, policies, programmes, structures and procedures must be flexible so as to be capable of accommodating all necessary change and innovation. Each new phenomenon must be tailored to suit the local or situational constraints of a particular system.

• Stability: the principle of stability appears to be opposite of the principle of adaptability and flexibility. This should not be entirely so. Stability emphasizes the need to conserve the good in the past. Certain organizational goals, practices, and programmes which have been proven very useful in the past should be preserved to ensure stability in the organization. Everything cannot be flexible or changed every time. Even when change is necessary stability demands that it should be gradual to ensure evolution (gradual development) rather than revolution in the management of any system.

In conclusion change is not a day work, rather it is a continuous process, it does not start in January and ends September. Also that to achieve an effective change it must have a plan or scheme that can always be referred to. I order to change any system the people in it must recognize the need for change, it should be presented in an acceptable way, the change must be flexible with the existing rules and should be able to endure the test of time as today people will conform and tomorrow they will disagree until they become used it.