From Here to There: Effectively Managing Organizational Change

A useful article from APPA's Facilities Manager (PDF):

Effective strategies for reducing or eliminating resistance are essential to the process of implementing lasting and effective organizational change. While there are several strategies generally accepted as effective, they all have certain traits in common and are most effective when used in combination. Developing a positive climate for change is at the top of the list. The beliefs employees hold about the organization will affect their responses during times of change. Effective, honest, and transparent communication with employees will help to build a positive belief about the change leaders and in turn will facilitate dissipation of the related anxiety within the organization. . . . With few drawbacks, education is clearly one of the most desirable strategies. However, regardless of the format in which it is delivered, education can be time consuming and costly. . . . Participation is another strategy change leaders frequently rely on. Acting as a substantial contributor will instill a genuine sense of ownership within the participants and stakeholders alike. . . . Facilitation is yet another highly effective change strategy and is essential in situations where individual stress, anxiety and adjustment difficulties underlie the resistance. Several other strategies are defined and characterized within the process of overcoming resistance. Other strategies identified include manipulation, co-optation, and explicit/implicate. While these strategies are defined and accepted, they are not considered desired or even ethical. Most often these tactic lead to rapid inappropriate changes that are short lived. Additionally, these strategies certainly leave participants feeling as though they have been deceived and taken advantage of. Such emotions will only serve to diminish individual and group trust which is extremely destructive to an organization.