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While implementing change successfully is an important part of any organizational change initiative, being able to sustain the change is equally important and must be given just as much attention and planning. The primary goal of change management is to successfully implement new processes, products and business strategies while minimizing negative outcomes (SHRM, n.d.). During a change, a structure should be put in place to measure the impact of the changes and ensure that continued reinforcement opportunities exist to build proficiency. The change should also be evaluated to determine its effectiveness and document any lessons learned during failures. Emily Lawson and Colin Price (2003) stated that the success and sustainability of a change rest with a persons ability to change their thinking about their job and not on just getting them to change how they do their job (Palmer et al, 2017). Providing a support structure is crucial to assist employees to adjust to the change emotionally and practically and to build behaviors and skills needed to achieve the desired results. Palmer et al (2017) discusses the actions required to sustain change; redesign roles, redesign reward systems, linking selection to change objectives, walk the talk, encourage voluntary acts of initiative, measuring the progress, celebrating en route, and fine-tuning. For an organizations change initiative to be sustainable they must plan properly. They must consider what will happen after the changes have gone into effect. Sustainability is dependent on the cumulative effects of decisions and actions during the change process and not just on what is happening during the implementation of the change (Palmer et al, 2017). Often during change, companies must redesign existing roles to ensure the change is successful and sustainable. Redesigning a job role is needed to rearrange task and responsibilities so that the role will align better with the changes that have been made within the organization. At my company we went through a change in the way we create and distribute court orders moving from paper copies to everything being electronic created and sent via email. Because of this change the roles of the clerks in the office needed to be redesigned. Since the court order were not digitized and could be sent with the click of a button this reduced the administrative task of creating paper copies of the orders and opened the clerks schedule to focus on other tasks. Organizations that understand and address the impact that the change has on its employees has a better chance of making their change successful and ensuring it sticks. Change initiatives do not happen overnight. With proper planning and ensuring that the changes are embedded into the fabric of the organization and have the support of all stake holders, the company can capture the full benefits of the change and any future change.