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Having individuals participate in the change-planning process is effective because it fosters a sense of ownership and engagement. When employees are involved in shaping the changes that will affect their work environment, they are more likely to feel valued and understood, which can reduce resistance to change. Participation allows them to express their concerns, gauge the implications of those changes firsthand, and contribute their unique insights, leading to a more comprehensive approach to transitions. This involvement can also enhance their commitment to the change initiatives since they feel a part of the solution rather than mere recipients of change.

Engaging individuals in the planning stages helps to create a clear connection between the change and the organization's goals, encouraging a collaborative culture that can adapt more readily to new circumstances. It also equips employees with the knowledge and rationale behind changes, helping to align their perspectives with organizational objectives. This can lead to a smoother implementation since employees who understand the motivations and expected outcomes of change are likely to be more amenable and actively participate in the transition.