Article written by Christine Corelli and appeared in a recent "Monday Morning Motivation" email.

I wrote this article ten years ago.

By understanding what most people experience when you are introducing new ways of doing business, going through a merger, or making any major changes in your company, it will help you to manage the transition process.

1. Resistance. Comes from fear. Most people are basically creatures of habit. They may resist change because it can mean coming out of their comfort zone and perhaps risking failure. You can recognize resistance easily as people will criticize, complain, withdraw, or become unsupportive of others. There may be loud vocal protests, or, they will appear to "do what they have to do" to keep their job, but they will not do more than is required. This type of behavior is likely to be displayed by employees who are unadaptable. Talk to them, or they will pull down the entire team.

2. Uncertainty. How will it affect me? Can I handle it? How will things change? Will the change really be good for the company? Will I lose my job? Many individuals will be uncertain about their ability to do what has been asked of them. They may be concerned with whether they will be able to perform and may be having difficulty with new procedures, technology, or skills they must learn. Worse, they will suspect that perhaps their jobs may be on the line. Some will express negativity as to whether the changes that have been made will really benefit the company. They may wonder "What's in it for me?" Productivity may be reduced, and creativity is hampered.

3. Assimilation. Acceptance - a little at a time, one day at a time. As people begin to move from resistance to assimilation they begin to gradually implement change. They cease complaining, and begin to adjust to what is required. Unfortunately, moving from resistance and uncertainty to assimilation does not occur overnight. The one factor that often is overlooked when implementing change is the time needed to learn. All change takes time.

4. Integration. Integration occurs when people have begun to accept the changes. Confidence builds while learning and adjustments have taken place. They may make suggestions to help.

5. Acceptance. Acceptance is the final stage of adaptation to change. You will be able to see that when people have reached the acceptance stage, they appear less stressed and become more supportive.

That was written ten years ago. While much still holds true, In today's world, we need people to be fast to adapt to any changes that occur. You will help them to adapt faster by doing the following:

1. Explain why the change has been made.
2. Ask for their input and involvement in making it work.
3. Let them know you are there to help, and that together, you can make it happen.
4. Rally top performers to your side, and enlist their help in assisting others to learn and adjust.
5. Celebrate successes frequently.