(Why) How to change

No organization, of any kind, can avoid change. "Why" one changes can be ascribed to the external forces acting on the organization, making it respond by adaptation. "How" this occurs depends o the interplay between the strength of the institution's tradition and its drive towards innovation. The energies involved in the change process depend on characteristic elements that reflect the organization's values, starting from its history, and which can be linked to conduct inspired by dependence, independence and interdependence. This last attitude is most desirable, as it generates a continuous feedback within the organization. In practical terms, change should be goal-oriented, and goals should be pursued by establishing projects structured in a set of steps: goal _ resources _action _results. To use a slogan that is easy to remember, a goal should be: Specific, Measurable, Attainable, Realistic, Timely (SMART).