"If someone's resisting change, you have to do some re-zoning. They're holding on to the status quo because it's inside their comfort zone. And the change, whatever it is, is still outside their comfort zone.
Now, I'm assuming that you've already explained the change. You've explained the reason behind the change and that you've provided all the planning, the resources, and training needed to make this change. This re-zoning plan is for people that are still resisting.
Here's what you want to do. You want to make the status quo less comfortable and the change you want to make more comfortable.
Here's how you do that. When people are resisting change, they're really just protesting the change. So acknowledge their protest. Let them know that you've heard them, but then you have to move on.
Here's how you do that. Set a deadline for the change and hold people accountable for that deadline, because deadlines, they can get really uncomfortable. And it's always more comfortable once a deadline is met.
Next, celebrate the people that have already made the change because it's really uncomfortable to feel like you're falling behind. It's much more comfortable to feel like you're keeping pace, even leading the change.
Then offer up more remedial assistance. Most people have all the skills they need to make the change, so the offer of remedial support becomes uncomfortable. It's a subtle way of questioning their abilities, and it's a subtle way of motivating.
Now the person is going to want to prove that they can do it. You've given them the reason to act. It's no longer about their protest. Their colleagues have already made the change. They have a deadline looming, and now they have something to prove to you.
That's how you make the change more comfortable than what the status quo is. And that's how you re-zone their comfort zone."