1. People hate to hear that there are going to be changes. The sooner they hear of the change, the more readily they will embrace it. Even those who hate change would rather know about it earlier than later.

2. People will feel uncomfortable, ill at ease and unnatural when you first implement change or ask them to do something different. Recognize this and let them know their feelings are normal.

3. Not everyone is at the same preparedness level for change and will, more often than not, focus on how they are unprepared for the change. Be sure to point out and emphasize the strengths they have to implement the change.

4. Even if everyone is going through a change at the same time, people often feel like they are alone. Encourage everyone to support and help each other.

5. People will be concerned about what they have to give up, even if the change will help them.

6. People will be concerned that they don’t have enough resources. Let them know what resources are available and that they are sufficient.

7. People can only handle so much change. Be careful not to overload them or do too much at the same time.

8. If unchecked, people will go back to doing things the way they always have in the past. Be prepared for a setback and have a process in place to get back on track.

(Taken from a “Change Management” program by Dr. Mimi Hull)