Change is constant. As a leader and Change Agent, you are responsible to lead change efforts in your unit which includes leading staff members through the change in a way that produces a positive outcome. Staff members expect you to have all the answers, have a clear vision of where you're heading, have anticipated all the possible obstacles, know just what staff members need. Most likely, you don't. Most change efforts are filled with ambiguity. William Bridges, Ph.D., author  Managing Transitions(link is external) (2003), and the updated second edition of Transitions(link is external), (2004), identifies a specific difference between change (a new policy, practice, structure) and transition (a psychological reorientation that people need to go through in order to adapt to the change). A good Change Management plan will include both.