Kotter and Schlesinger

Reasons for resistance to change:

• Self-interest

• Fear and misunderstanding

• Differing views

• Prefer status quo

Overcoming resistance to change:

Education and communication

• Say when change is needed

• Helps people see the logic of change

• Unlikely to achieve short-term effects - has to be done over a long period of time

• Helps get rid of misinformation

Participation and involvement

• Creates commitment, not just compliance

• Delays and obstacles can be avoided

Facilitation and support

• People need support to cope

• Counselling, mentoring, training

Co-option and manipulation

• Selective use of information to make people behave a certain way

• Unethical but may be the only option

Negotiation and bargaining

• Tell people to leave if they don’t like it

• Offering better financial rewards if they comply

• Enhanced rewards for leaving may be offered

• Done when a business needs to restructure

Explicit and implicit coercion - last resort

• Told what happens if they resist

• Damages trust and morale