Start by applying Kotter’s 8-Step Change Model, beginning with creating urgency around the need for change and building a guiding coalition of influential stakeholders. Utilize Lewin’s Change Management Model (Unfreeze, Change, Refreeze) to gradually transition employees, addressing resistance at the “unfreeze” stage through clear communication and involvement. Water Adaptive Leadership can help by fostering agility and empathy, adapting leadership style to team dynamics. Use the ADKAR model (Awareness, Desire, Knowledge, Ability, Reinforcement) to ensure each team member understands the need for change, feels motivated, and is equipped to adapt. Continuous feedback and support are key to reinforcing the change.

Some previous projects that I have participated in commencing took the approach to plan before speaking with the end users. I have found that the best planned projects have utilized feedback from all users in all initial phases. Getting details from all users gives insight that higher level users may not have top of mind. I also think including all levels in the planning phase can give a sense of ownership and responsibility for the ultimate successful completion of the project. You can ultimately find out what any resistance would be before you kickoff major projects.