Below we outline 5 different approaches for overcoming resistance to change, as well as when the strategy should be used, its advantages, and its disadvantages. Please read through the list and think about situations you have encountered where the different approaches were applied or could have been used.

Here are some effective strategies for overcoming resistance to change.

Methods for Dealing with Resistance to Change
Approach		Commonly Used in Situations		Advantages		Drawbacks
Education and Communication This method can be used by a Linking Agent to address resistance to a plan. The Linking Agent should educate staff about change before the change is implemented. Linking Agents should help staff understand the need for and logic of the proposed change through a clear explanation of the strategy and its development. This may be done through one-to-one discussions, presentations to groups, or memos and reports.		Where there is a lack of information or inaccurate information and analysis.		Once persuaded, people will often help with the implementation of the change.		Can be time-consuming if many people are involved.
Participation and Involvement The Linking Agent can involve those that may be potentially resistant in an aspect of the design or implementation of the change. In such a participatory change effort, staff involved in the change effort will begin to feel ownership of the project and will be less likely to resist the change. This kind of participation leads beyond mere compliance to the commitment of the staff.		Where people are resisting because of adjustment problems.		People who participate will be committed to implementing change, and any relevant information they have will be integrated into the change plan.		Can be very time-consuming if participants design an inappropriate change.
Facilitation and Support In anticipation of those that may be resistant to change, the Linking Agent should be especially supportive of those that appear to be having difficulty implementing the new intervention, or with the change process in general. Such support may involve providing training in new skills, modeling the skill, giving staff time to learn about the change, or simply listening and providing emotional support.		Where someone or some group will clearly lose out in a change, and where that group has considerable power to resist.		No other approach works as well with adjustment problems.		Can be time-consuming, expensive, and still fail.
Negotiation and Agreement The Linking Agent may offer incentives or negotiate tradeoffs with active or potential resisters. For example, a Linking Agent may agree to teach a class for the teacher on a day that the teacher has agreed to go to a training session.		Where other tactics will not work, or are too expensive.		Sometimes it is a relatively easy way to avoid major resistance.		Can be expensive in many cases if it alerts others to negotiate for compliance.
Manipulation and Co-optation We caution you before using manipulation. This method is included only because it represents an approach used by some organizations to overcome resistance to change. It involves using a covert attempt to influence others. The Linking Agent is manipulating the control of information, selectively and consciously, in an attempt to structure events. Co-optation is a form of manipulation that involves giving a resistant individual a desirable role in designing or implementing the change. The Linking Agent who co-opts in this way wants endorsement, not advice; the co-opted individual's involvement is therefore not a true form of participation.		Where speed is essential, and the change initiators possess considerable power.		It can be a relatively quick and inexpensive solution to resistance problems.		Can lead to future problems if individuals feel manipulated.
Adapted from Joseph P. Kotler and Leonard A. Schlesinger, "Choosing Strategies for Change," Harvard Business Review 57 no. 2 (March-April 1979): pp. 106-114.