http://www.ccfbest.org/management/ninestepstomanaging.htm (steps to chnge)
http://www.explorehr.org/articles/Organization_Analysis/Overcoming_Resistance_to_Change.html (overcoming resistance to chnge)
http://smallbusiness.chron.com/causes-resistance-change-organization-347.html (causes of the resistance to change)
Ways to reduce resistance to change:
Involve interested parties in the planning of change by asking them for suggestions and incorporating their ideas.
Clearly define the need for the change by communicating the strategic decision personally and in written form.
Address the "people needs" of those involved. Disrupt only what needs to be changed. Help people retain friendships, comfortable settings and group norms wherever possible.
Design flexibility into change by phasing it in wherever possible. This will allow people to complete current efforts and assimilate new behaviours along the way. Allow employees to redefine their roles during the course of implementing change.
Be open and honest.
Do not leave openings for people to return to the status quo. If you and your organization are not ready to commit yourselves to the change, don't announce the strategy.
Focus continually on the positive aspects of the change. Be specific where you can.
Deliver training programs that develop basic skills as opposed to processes such as: conducting meetings, communication, teambuilding, self-esteem, and coaching.
explaination of sources of resistance to change both individual and org