People can react to change in the following ways:

• pretend they work in the new style, but hide that they work like before
• a long list of why the new way doesn’t work
• they say ‘yes, it’s the right step’, but procrastinate.
• they hide from you, hoping the change won’t find them.
• implementing the change exactly as said without taking responsibility. In case it fails (and they somehow make sure that it does), they can blame you for making them do it as you said.
• take the change and run with it too fast, which means not correctly
• some will always say a strong NO to change

Our unhealthy responses or reactions could be

• blame the others for not wanting to change
• trying to convince the MORE, which adds more resistance
• spend more time pulling them in. Instead keep them out of the way.

The real problem is what we don’t see: The behavior of a person is a symptom.
So better do the following:

• ask for their experience caused by such a change
• don’t pretend you have the exactly fitting perfect solution
• include them in sketching a possible first step toward the final solution.

Usually, people already see something that is in it for them, so they start to be inspired, curious, and interested. Make them aware that this is noticeable and the final step:
Ask them to help bring this into practice.

Change requires allies. Go find them.