How do you address resistance in your change initiatives?

Resistance is the result of not realizing  value  in the change we are seeking.

if you want to minimize or eliminate resistance make sure all involved know the value of such change and how it would positively impact or benefit them directly or indirectly.

Resistance to change is the action taken by individuals and groups when they perceive that a change that is occurring as a threat to them.

Key words here are 'perceive' and 'threat'. The threat need not be real or large for resistance to occur. 

State the reasons or benefits change would bring in a easy to understand way

Consult with the people/organization which do you think would be influnced by change, seek their opinon

Communicate as much as I can

i think, motivation is important. as we know, the employee will work form motivstion it self. and my opinion is motivation will addres resistance in my inititives

Create a way to communicate with employees about new initiatives and their progress. Instruct key management to provide employees with regular updates at team meetings.

By explaining and mutually agreeing to the benefits of changes.

1) Provide clarity and inform / communicate  what the change means 

2) Promote the benefits 

3) Remove perceived fear / Threat arising out of the change  

4) Address concerns 

5) Ensure commitment 

6) Keep the people involved

These are broad guidelines for change management  

1. Lack of understanding.

2. Low tolarence for change.

3. Lack of self interest.

4. Different assessment.

I do agree with both answers given by 

1_ Mr.:Amer

2_Mr.: Arinjay

Through the quick win scenario and best practice

Without developing understanding and clarity of problems and their solution change is only an adaptation and face resistance.  The best way is to educate the benefit of change and develop understanding.