How do you minimize the employees resistence?
Where does making "ownership" of the change for the employees a part of the process?
Here is the post I did that she asked me questions from:
It is important that the organization communicates the purpose, outcome, and the strategy for implementing the change to the intended audience who are impacted by this change so that they do not deny change, minimize their resistance to the modification and explore possible outcomes of change. The team is committed to valuing this change if all of the above conditions are met. This will bring in support for rolling out the change and its efficient management.
McKinsey 7-S model and Kotter's 8-step change model are necessary tools to measure, implement, and manage the change in an organizational set-up. They are designed for phase-by-phase rollout in an incremental manner for easy integration of the modification into the existing corporate set up. However, they are strictly sequential, and each other period of change must be completed before the next step could start.