Did you know working in a large university setting can be challenging? Everywhere you turn, there is a policy or guideline that you should follow. I understand the need for rules; in fact, I like rules. I like being efficient and knowing there is a way to do something and I am doing it the correct way. But I also like change, especially if the change clarifies or improves a process. Trying to create change at a large university can be frustrating. The only time change can be implemented is when the process is brakes, sometimes after years of inefficiencies.
There two scenarios for why change doesn't happen. First, people who don't want change dig in their heels and resist change so much that it never happens. The other scenario is that people who want change freeze when they face opposition to the change.
One way to minimize the barrier of change is to communicate.
Communicating change can be difficult and sometimes dangerous. The first step to communicating change is to seriously think about the change and effects that will come out of the change. The next step is to document your communication plan. For guidelines about creating communication plans check out the University of Minnesota's Internal Communications Planning Template or Google communication plan. I am by no means an expert at communication plans but in my opinion your best bet is to keep your plan simple and straightforward. Everyone needs to understand the plan.
After completing your communication plan, make sure the core people who are leading the change agree with it and are comfortable moving forward. Then you and the team can roll out the communication plan. If necessary, it can be tweaked while it is being implemented. Just make sure there are valid reasons to change the plan.
You can't totally avoid opposition to change, but you can mitigate it by effective communication. Change attempted without communication will most likely fail to produce the desired outcome.