The process of developing a change management strategy involves multiple steps. Initially, one has to identify the major operational change requirements based on the organisation's objectives, performance gaps, business opportunities or threats, and management decisions. This helps focus the strategic planning process so that various stakeholders are consulted and involved.

Then, one must assess the extent of impact of the proposed changes on the organisation's current environment. Once this is done, it is important to define measurable goals for the successful implementation of desired changes. Finally, one must collect resources – financial, technological, human capital – for effective implementation of planned strategies. 

To ensure success, one must be able to accurately identify both the external and internal factors that can drive change, including economic conditions, customer needs, technology trends, and shift in company culture. Moreover, it is essential to ascertain all stakeholders’ roles and responsibilities and how they may need to adapt or adjust during the transition.

It is important to have strong problem-solving skills in order to navigate any challenges or obstacles during the process. Additionally, effective communication is essential in order to engage with employees during the transition and ensure everyone understands their role in making the change successful. 

After developing an effective change management strategy comes its implementation stage. Here, clear communication across all levels of an organisation plays a key role in ensuring successful transition from old practices to ones envisioned by newly developed strategies. This communication should include both external as well as internal stakeholders like customers, suppliers, employees etc., leaving no room for confusion or doubt about what the new expectations are from everyone involved in potential change processes.

Additionally, it is important to ensure sufficient training for all personnel who will be part of implementing new strategies or systems so that any challenges arising due to lack of technical knowledge can be avoided or easily resolved at their inception itself. 

After successfully implementing a change management strategy comes its evaluation stage which includes

• measuring success against set goals & objectives and examining feedback from stakeholders regarding effectiveness and efficiency gains produced by it;
• making sure that new methods meet customer demands & quality standards;
• assessing if personnel have effectively adapted with new systems;
• verifying whether new changes have resulted in cost savings;
• certifying if desired results were achieved more quickly than before;
• evaluating if intended outcomes are being sustained over time;
• ascertaining stability & scalability needs; 
• finally assessing how well different departments work together with each other towards achieving common objectives through collaboration & coordination efforts made by senior leadership teams throughout its execution phase.

All these activities help ensure that desired outcomes are being achieved as planned while also helping identify areas where further improvements can be made if needed in future scenarios related to it.

To facilitate a smooth transition, having a comprehensive roadmap is key. This roadmap should include clear goals and objectives, establish timelines for implementation of changes, identify resources needed to complete each step along the way, incorporate feedback from stakeholders throughout the process, provide support and training when necessary, establish key performance indicators (KPIs) as milestones of success against which progress can be measured regularly, develop contingency plans for unforeseen events that could derail progress - such as employee resistance or budget cuts - and allocate resources accordingly. 

Leading and managing organisational change requires an ability to lead with empathy and resilience in order to effectively manage stress levels within an organization. The leader must understand how people are impacted by changes on an individual basis by proactively addressing employee concerns before they become major issues and providing positive reinforcement while transitioning through periods of uncertainty.

They must also be able to remain focused on long-term objectives while dealing with day-to-day troubleshooting problems that arise along the way.

"Recently, a company in Sydney decided to restructure their internal operations in order to increase efficiency. A change management strategy was developed in order to lead and manage this organisational change. 

The first step of the process was to identify the major operational change requirements based on the organisation's objectives, performance gaps, business opportunities or threats, and management decisions. This helped focus the strategic planning process by involving various stakeholders.

Next, the company needed to define the desired end state for their new organisational structure. To do this, they took into account factors such as target customer needs, current resources available and new markets to tap into. Once this was established, then a comprehensive change plan could be created that involved preparing people for change through training and communication campaigns; designing new policies, processes and roles; implementing changes through organisational redesign along with technology upgrades; and finally monitoring performance metrics post-change implementation.

The final step in leading and managing organisational change was evaluating the results of the changes made. This helped determine whether or not any further adjustment was necessary before proceeding with future plans. It was also important to review success criteria upfront before launching any major reorganisation so that progress can be tracked against expectations along each milestone of the process.

Overall, leading and managing organisational change required an in-depth understanding of all related concepts from identifying operational requirements to evaluating performance metrics post-change implementation. In addition, it was important for managers to be aware of potential challenges when attempting to implement large-scale changes within a company’s existing structure so that appropriate solutions can be found accordingly."