As you know, change brings uncertainty—except, unfortunately, in one area: You can count on at least some resistance from anxious employees and coworkers. As you plan your course of action, identify those who will be affected by the changes, scrutinize them for four common obstructive attitudes—and be ready with counterarguments: 
1. Why do we have to change that? Identify the employees who are likely to resist the change because they benefit from things as they are, and prepare to argue for the greater benefits of the new policy, procedures, machinery, etc. A clear, strong, favorable argument for the change will be valuable in motivating all whom you want to contribute to the change, whether they initially resist it or not. 
2. Why do we have to follow that change procedure? Even folks who are willing to change may feel inconvenienced by the start date, deadline, order of precedence, etc., that you establish. Be aware of how your procedures will affect everyone involved, and prepare to explain and justify your methods. For example, the groups that have to implement the change first will be especially nervous. Assure them you’re confident that they are the ones to set a good example and that you’ll be there to help them do that. 
3. Why do we have to do what that person says? Be aware of individuals or groups who don’t like or trust each other. For example, employees may not trust certain senior managers to plan with the whole organization in mind rather than their own benefit. Or, employees may resent the power or prestige their peers seem to be gaining. Be able to show how each group can benefit from the change if they get behind it, no matter who’s in charge.
4. Are we going to have to go through those inconveniences again? Let’s face it: In many organizations changes haven’t been done well in the past. Study up on previous changes and what caused problems for employees. Expect to have to explain how this change will avoid all that.
—Adapted from Master Change, Maximize Success, by Rebecca Potts and Jeanenne LaMarsh (Chronicle Books)