The 6 Change Approaches developed by John Kotter and Leonard Schlesinger is a model to prevent, decrease, or minimize resistance to change in organizations.

The 6 approaches are:

1. Education and Communication
2. Participation and Involvement
3. Facilitation and Support
4. Negotiation and Agreement
5. Manipulation and Co-optation
6. Explicit and Implicit Coercion

Before any approach methods are used, it is important to understand why people resist change. Kotter and Schlesinger identify four reasons:

1. Parochial Self-interest
2. Misunderstanding
3. Low Tolerance of Change
4. Different Assessments of the Situation

Organizations must deal with new government regulations, new products, growth, increased competition, technological developments, and a changing workforce--which all force change.

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