When it comes to organizational change should understand that they must succeed as a result of an attitude within the organization, and that they should be consistent with existing organizational culture. This explains the failure of many breeding programs when they are imposed without having occurred organizational adjustments required to ensure its success. In many companies this has been the case of total quality programs. To accomplish this comprehensive approach is necessary that managers have a different view about their role as engines of the organization and be proactive in its performance, as well as the responsibility of cooperation that should provide the human resource enablers all necessary means to face challenges, demands that the new technology required and to ensure efficiency, productivity.

Consider that proactive managers are those who feel committed to the organization and are characterized by: inspiring a shared vision for the organization and deployment of that vision in the same, validating as it integrates with individual visions members of the company, determining business values, to develop a strategic management process to develop the action plan in order to achieve the vision and strategies necessary, and a process for evaluating the strategic goals and objectives with emphasis on support to achieve the goals, targets not arbitrarily disconnected from the vision of the company (Carrillo, 1997). The vision is set by the leaders, therefore, be achieved to the extent that they are in tune with the individual visions of each of the members of the organization. Opening a new organizational awareness search of permanent changes in people and in organizations is one of the current concerns of the business, which has tested various efforts to do so.