The document discusses overcoming resistance to change in organizations. It identifies some common reasons why people resist change, such as fearing loss of status, competence, or quality of life. It also lists fears people have about change like not having enough information or being forced to decide. To overcome resistance, the document recommends six approaches outlined by Kotter and Schlesinger, including education and communication, participation and involvement, and negotiation and agreement. It concludes that for most people to accept change, they need to believe the change is important and that there is a better alternative to the status quo.