Ensure leaders and managers identify the primary reasons their people resist change and plan how best to overcome or mitigate the damaging impact of their resistance.

This is particularly useful when planning a change that may be unpopular due to perceived negative impacts on particular stakeholder groups. It may also uncover latent resistance and reasons not previously recognized.

This tool is used during the planning stage of the project change, ideally after performing a gap analysis. This tool also assists in the identification of the four main reasons that individuals resist change initiatives:

1. They don’t understand the change
2. They don’t like the impact of the change on them personally
3. They don’t like the change
4. They don’t like you (or those people they perceive as responsible for the change)