By in is about dealing with resistance to change.  Normally resistance to change is viewed as being bad or negative.  In fact it is an expression in most cases of real concerns about the proposal by experienced people, how can this be bad?  

We should listen to these people's concerns.  It is highly probable these concerns can help us create a better solution, a faster implementation and hence more quickly bring bottom line results.

Resistance To Change

There are six levels of resistance to change and the work done by a Jonah should deal with each level.

The six levels of resistance to change:

Not agreeing: 

1. With the problem, (Level 1)
2. With the direction of the solution, (Level 2)
3. With the full solution and or claimed benefits of it, (Level 3)

Raising concerns:

4. Seeing potentially new negative effects resulting from the solution, (Level 4)
5. Seeing obstacles that will block the implementation of the solution, (level 5)
6. Not believing that they will get support to achieve it. (Level 6)

The Jonah processes deal with each level of resistance.  In answering the third question (How to cause the change?) the Jonah has to prepare themselves to deal with each level when they communicate their solution to others.

There are a number of different types of others:

• Directly responsible for the problem (DOP).
• Directly affected by the core problem (DAP).
• Interested parties but not directly affected by the core problem (OIP).

DOP

Those responsible for the core problem can feel they are being blamed for it if they are taken through the analysis: core problems leads to all these undesirable effects.

DAP

These people will be involved in the implementation and probably significantly affected by the new solution.

OIP

These people are interested in understanding that the correct problem is being solved, in the results that will come from the improvements and in things that will affect them or their people.