Much of the resistance to change comes from employees fear of how the change will affect them.

In todays dynamic business environment, companies must remain agile in order to adapt to market trends and remain competitive. Successful organization change does not take place overnight and no matter the size of the organization, the change will require cultural, process and skill adjustments.

It is a common mistake to underestimate the effort required to implement effective organizational change. Many believe that the process is akin to simply changing clothes, but it is more similar to turning a cruise liner. Different departments must make adjustments and learn new behaviors and skills, while all working toward a shared vision.

By formally setting expectations, employing tools to improve communication and proactively seeking ways to reduce misinformation, organization change managers can reduce the inevitable resistance to change. When asked to perform a long-standing task differently, people are naturally resistant. Dialogue is the most important tool is getting team members to accept change as a natural part of the businesses progression.

Much of the resistance to change comes from employees' fear of how the change will affect them. Laura Patterson of suggests creating a forum where people can have candid conversations and voice their concerns. Transparency and a will to communicate from organization change managers is integral in transforming employee's fear of change into constructive optimism,

Having the right change leaders is the  most important aspect of getting employees excited and prepared for organizational change. Effective change leaders know how to set the appropriate pace for organizational alignment and to put in place productive means of program communication. Altering a company's culture and focus requires professionals with the ability to help people find their place in the change process and envision how they can positively impact the company's future.