Another school of thought goes something like this... If you can convert your biggest resistor you will have your biggest supporter. True enough. But consider the amount of energy you have to spend on doing the conversion. Dr. Julie Smith (another guru in change management) says that during organizational change - reactions generally fall out like this: About 20% will resist the change; 60% will be receptive to it: 15% will react instinctively to the change; and, 5% will be resilient. Of course these percentages will shift depending on the severity of the change. But Julie kind of agrees with Kotter in some respects (I'm in the same camp - I "kinda agree"). As change managers, we should spend most of our effort working with those who are receptive to the change as they are the most vulnerable and can slip into the chasm of resistance. However, we can also help those who are resistant through coaching them to re-frame their thoughts and beliefs about the change. No matter what, there always choices: A) Accept the Change, B) Modify the change so it works for you, C) Choose to create a "new change" that fits you, or D) Choose to be miserable and a victim. How choose you?