Set realistic objectives for change. Too often, people resolve to change everything now and it proves impossible. If you try to do everything at once, failure usually follows. Set priorities for change and go for the long run. People are at different levels of readiness for change.
Some people are risk-takers and others take longer to feel secure.
Again I set realistic objectives, both for myself and for my clients. For managers, the challenge is to curb the impatience of the risk takers while speeding up the more insecure. People will be concerned that they don't have enough resources to effect the change. These may be legitimate concerns or they may be excuses. Encourage creative problem solving to overcome legitimate resource problems.