CrysTel is a telecommunications company operating in Illinois, United States, with a workforce of 2,500 employees and annual revenue of $200 million . CrysTel product profile includes data cables, wireless solutions and network development (Building, 2004). A change in management plan will be developed for CrysTel. The telecommunications sector is experiencing rapid and frequent progress. CrysTel will likely face technological and administrative changes on a regular basis. This author (LaWanda Thomas) was tasked with providing the information needed to maximize flexibility, promote innovation, and support change. As a management consultant, this author will identify organizational strengths and weaknesses and apply behavior change techniques to build a culture capable of supporting change. This will relate to the question in Lewin's text about the model of change and the systemic model of change. A systemic model of change takes a holistic perspective of change. It focuses on the interaction between key elements of change. The three main components of change are inputs, target elements of change and outputs. The target elements of change represent the components of an organization that can be modified. They include organizational arrangements, social factors, methods, objectives and people (Kinicki & Kreitner, 2004). One goal is to commission a survey that would allow this author to identify which departments are strongest and weakest in different areas. A climate survey on employee satisfaction was carried out for this purpose. The employee satisfaction survey quantifies satisfaction on job-related issues such as supervisory guidance, teamwork and communication. This survey would be useful for an analysis of the department. Employee...... middle of document ......d to analyze the strengths and weaknesses of departments in the organization. Activities were implemented to transform weaknesses into strengths (Building, 2004). ReferenceKreitner, R. & Kinicki, A. (2004). Organizational behavior: managing change and stress. New York: The McGraw-Hill Companies. Lewis, J. (2006). Enable customer service representatives to be more effective by providing cross-departmental communication in a more personal way. Newswire. Retrieved August 12, 2007, from the University of Phoenix Business and Company Resource Center. Smith, A. F. (2007). Charisma. Leadership excellence. Flight. 24 Number 6, p19-19, 1p. Retrieved August 12, 2007, from University of Phoenix Business Source Comprehensive Database.University of Phoenix. (2004). Building a culture for lasting change [Computer software]. Retrieved August 12, 2007 from University of Phoenix, rEsource, Simulation.