Table 5: Addressing Resistance to Change Plan Utilizing Two Strategies for Addressing Resistance to the Change. Educate and communicate, Participation and involvement, Facilitation and support, Negotiation and agreement, Manipulation and co-optation, Explicit and implicit coercion Anticipated Forms of Resistance: Identified forms of resistance and analysis of causes: Denial Type 1 (T1): Refusing to accept that the change for remote work is necessary. Misunderstanding the Change Type 2 (T2): A lack of understanding about remote work and the balance it holds. Indifference Type 3 (T3): A lack of interest in the change, due to a belief of physically seeing employees in person. Comfort with the Status Quo Type 4 (T4): A preference for keeping the way of doing things and not adapting. Strategy used: The Facilitation and Support resistance to change strategy is essential when employees are resistant due to fear and anxiety. Providing support, training, and time to adjust can help overcome this resistance. Specific Action Addresses: Denial, Misunderstanding the Change Items Communication plan: See Table 5 for communication plan Stakeholder involvement plan Recognize employees experiencing fear, anxiety, or burnout