Obstacles to change are not usually an entire workforce. It is often from lack of knowledge of the rationale for change and how the team of employees can be part to the ownership in the change. Sometimes you will have a minority group who will be negative to the change no matter what you do. These can become saboteur to the process.It is important to stay positive with the process and keep all need to know stakeholders fully aware of all steps and process rationale.
The most apparent obstacle is resistance to change. A non-apparent obstacle is fear of the unknown. Both of these can and should be overcome with proper involvement of employees, communication, and follow up controls.
You are right with communication being the answer to many of the apprehensions of change. When we can lead with honesty and integrity it takes the sour taste out of the employees misgivings about the future.
I think it is fear of the unknown that makes people view change in a negative manner. I think a weekly Q & A newsletter addressing individual questions is a great way to keep communication open. This deveops sharing and trust. Also, a reward system as mentioned in the course, can eliminate the fear of reworks and re-learning and establish buy-in. When there is structural change this often will involve new processes, procdures, often new staff and management and can feel like a first day on a new job....so communication has to be there to eliminate the apprehension and fear so that work is not interrupted.
Silence without communication is not a good sign. People have opinions and we must give them the avenues to comment. By listening it gives us the opportunity to plan better. Our plan has to involve our stake holders both internal and external. If we are not hearing them we are taking chances.
I believe that lack of communication is the most apparent and at times non apparent obsticle to change in the work place.
