Abstract

Even carefully planned efforts to introduce change can be short lived if the human element is neglected or left to chance. When planning a change it is important to identify potential resistance to the changes and then design motivation into the process. It is not always true that resistance stems from a lack of desire to change or a lack of motivation. Successfully bringing about change requires knowledge and practice. By addressing readiness for change, identifying the potential reasons for resistance, and building in the right consequences, the chances that improvements will be sustained are greatly increased. A sidebar article provides an example of how to use the ADCOM (ability, direction, competence, opportunity, motivation) model to identify potential reasons for resistance.