UNFREEZING
Share Reasons: Share the reasons for change with employees.
Empathize: Be empathic to the difficulties that change will create for managers and employees.
Communicate: Communicate the details simply, clearly, extensively, verbally, and in writing.

CHANGE
Benefits: Explain the benefits, “What’s in it for them.”
Champion: Identify a highly respected manager to manage the change effort.
Input: Allow the people who will be affected by change to express their needs and offer their input.
Timing: Don’t begin change at a bad time, for example, during the busiest part of the year or month.
Security: If possible, maintain employees’ job security to minimize fear of change.
Training: Offer training to ensure that employees are both confident and competent to handle new requirements.
Pace: Change at a manageable pace. Don’t rush.
Errors Managers Make When Leading Change

UNFREEZING
1. Not establishing a great enough sense of urgency.
2. Not creating a powerful enough guiding coalition.

CHANGE
3. Lacking a vision.
4. Undercommunicating the vision factor by a factor of 10.
5. Not removing obstacles to the new vision.
6. Not systematically planning for and creating short-term wins.

REFREEZING
7. Declaring victory too soon.
8. Not anchoring changes in the corporation’s culture.