A common thread I have found in popular change management literature is how to initiate change. Find the problem. Build the sense of urgency. Get things started! This is because change really is hard to start. But the fact is, many of us will not necessarily be starting change efforts ourselves. We may first walk into a new job and be handed responsibilities over change already occurring in the organization, sometimes as a working group member, sometimes as a project lead. We can’t always count on having a good continuity book or record of the change effort thus far. So how should you proceed? How does one ‘inherit’ a change effort?