Consider the following tactics for managing resistance and ensuring success:

1.   Involve all interested parties in contributing to planning the change.

2.   Clearly articulate the need for change and the goals and objectives of the change process.

3.   Prepare a written document setting forth these goals and objectives to reduce misunderstandings.

4.   Address the individual needs of those who will be affected by the change; help people retain

what they treasure wherever possible.

5.   Have the people involved in planning the change announce the change.

6.   Design flexibility into the change; include enough "wiggle room" to accommodate exceptions.

7.   Allow for the completion of the current change before beginning the next change effort.

8.   Design communication sessions in which those affected by the change can air their feelings

about it early enough to positively contribute to the change process.

9.   Be open and honest with people; accept the reality that there will be some negative
consequences from the change, at least for some people. Be concerned with maintaining
the trust of all.

10.   Do not leave any opening to return to the status quo; do not announce decisions unless
you are ready to move ahead with the changes.

11.   Continually focus on the positive aspects of the change.

12.   Do not attack those who resist the change. Be reasonable and accepting, but resolute in your
decision.

13.   Continually look for areas of agreement between yourself and those who oppose the change

and emphasize the agreement, not the differences that you have with them.

14.   Be attentive to your calendar in planning the change. Avoid holidays and other sensitive times

in announcing changes.

15.   Clearly set the boundaries of the change and attempt to avoid unrealistic fears about the

future or unplanned changes.

16   In planning the change, make changes that negatively affect rights, benefits, and privileges only

as absolutely necessary.

17.   Include adequate retraining and readjustment processes into the plans for change.

Nolan, Timothy, Leonard D. Goodstein, and J. Wiliam Pfeiffer.
Plan or Die!
Pfeiffer & Co.: San Diego, CA. 1993