Kolter and Schlesinger provide ways that managers can positively influence organizational change:

- Education and communication: Employees should be educated and communicated about any changes beforehand through discussions (one- on-one), presentations (groups) or with memos and reports. They need adequate and accurate information and analysis to understand change.

- Participation and involvement: Managers can use employees’ advice about some aspects of change that may lead to potential problems. Participation often leads to commitment and increasing the chance of successful change.

 - Facilitation and support: Managers should provide support through employees training of new skills and emotional support in order to deal with personal fear and anxiety that cause the resistance in the first place.

- Negotiation and agreement: Managers can offer incentives such as higher wages or better benefits for employees. Negotiation is needed to win acceptance and approval, especially when someone may lose out as a result of change.

- Organizations are facing rapidly changing environments such that managers need to respond and to adjust to those changes effectively to stay competitive.

- Manipulation and cooptation: Managers can try to influence others by the selective use of information or the structuring of events. Cooptation involves giving an individual or a group desirable roles in the change process.

- Explicit and implicit coercion: Managers can force people to accept a change or lose something (such as rewards, promotions or loss of jobs). This can be used when the firm is in a crisis situation or when there are no other options.