*2.2.3 Talk about the discomfort of change*

Generally, most people do not feel like change is a positive construct. Whenever change is initiated, it is sometimes felt as if it is a negative comment on how programs were already operating. This can be detrimental to staff and program morale, which can lead to a host of negative results including staff attrition/resignation or feelings of inadequacy/anxiety. Leadership for the merger should be responsible for helping faculty and residents cope with the change by "giving them time to react, validating and respecting their feelings, keeping them up to date and creating a safe environment in which they can talk about the change" [9].

While it initially may not seem like a good idea to allow involved parties to express their displeasure in the merging process, it does allow those individuals to feel as if they have been heard and their opinions matter. Even acknowledgement itself can sometimes satiate a person's displeasure in the process. This can lead to acceptance, begrudging as it may be, rather than tension or conflict with many involved parties.
