Change can be good if effectively managed.  Change management is a critical skill employed to increase the probability of a successful change.

Submit and hope methods involve announcing a change and then hoping it proceeds without issue.  Changes implemented this way can work, but the risk of failure is high.

Communicate

The most important practice to ensure positive change is two way communication.  The message should be structured so what, why and how are clear.

Feedback is essential, as is responding to others ideas and comments including modifying approaches.  Successful changes require everyones participation.

Top down approach to change often leads to passive resistance.  Simply put, those affected by the change will outwardly accept it but in turn do everything they can to sabotage the result.

Plan and monitor

While ongoing two way communication is the key to success, as a practical matter, defining the approach and methodolgy (i.e., the logistics) and then monitoring the activities throughout the change is needed to allow for issue management.

The unknown and unexpected can and almost always will occur.  To avoid issues from derailing the entire change you want to identify and resolve them as they arise.

Validate the Result

Hopefully changes are not being driven based on some random whim.

The reasons for making the change (i.e., the benefits) should be freely and honestly shared (this is key to getting buy in) and those objectives need to be checked ongoing to confirm they are being achieved and allow for modifications if not.

This is the reason for making the change, after all.