Look for areas of agreement between yourself, as a leading orchestrator of the change, and those who oppose it. Whenever possible, focus on the positive aspects and benefits of the change. Establish parameters and define the limits of the change. Design adequate training and allow mental and emotional adjustment time for the people involved. Recognize your own limitations.
Most people have anxiety about change.
Know that when changes are being initiated, resistance will surface. The new change goals and benefits are not accepted by the people who have to function with the change. Neither the reasons for change nor the benefits of the change are adequately or effectively communicated. People fear the unknown and can't predict the outcome. People fear failure.