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·  Individuals working in these organizations may feel that change threatens their roles or undermines their gains. 

mso-list: l0 level1 lfo1; direction: rtl; unicode-bidi: embed;"> Long-term reliance on outdated practices makes change an idea met with skepticism. 

mso-list: l0 level1 lfo1; direction: rtl; unicode-bidi: embed;"> The lack of clarity about the goals and potential impacts of change leads to collective fears and rejection. 

mso-list: l0 level1 lfo1; direction: rtl; unicode-bidi: embed;"> If trust between leadership and individuals is weak, any attempt at change becomes subject to greater resistance. 

:Reluctance to adopt modern working methods wastes resources and slows down performance. 18.0pt; line-height: 115%; font-family: 'Arial', sans-serif; mso-ascii-theme-font: minor-bidi; mso-bidi-language: AR-SA;"> 

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 Also strengthening capabilities and qualifications by organizing training programs that prepare individuals to deal with new requirements with confidence and competence, providing psychological and professional support to help teams overcome anxiety associated with change, in addition to motivating and demonstrating the benefits by highlighting the early successes of the change and highlighting the benefits to individuals and the organization, and providing incentives to stakeholders to support the change and implement it effectively. Let us not forget to enhance trust between leadership and teams, as leaders demonstrate their commitment to change through their actions, not just their words, and involve leadership in the practical steps of change to reassure everyone.