1.What is the “objective” need for change?That is, what are the consequences to the organization of changing or not changing?Are people aware of these risks?

2. Are organizational members aware of the need for change? Do they feel the need for change, or do they deny its need? How can they be informed?

3. Remember that individuals are motivated toward change only when they perceive the benefits as outweighing the costs. How can you, as a change leader, help employees see the benefits as outweighing the costs?

4. If individuals believe the benefits outweigh the costs, do they also believe the probability of success is great enough to warrant the risk-taking, including the investment of time and energy that the change will require?

5. What change alternatives are people predisposed to? What are the costs, benefits, and risks that make them attractive? How should these alternatives be addressed by the change leader?