How can resistance to change be lessened according to the text?

Integrating informal leaders into a change process can significantly lessen resistance to change because these individuals often hold influence and respect among their peers. Informal leaders typically have established relationships and credibility within the organization, which enables them to act as intermediaries between management and employees. When these leaders support a change initiative, it can help to build trust and acceptance among the rest of the staff. Their involvement can facilitate open discussions about the change, address concerns, and provide reassurance. By leveraging their position, informal leaders can help channel feedback back to management and ensure that resistance is addressed empathetically and constructively.

The other options, while useful in various contexts, may not directly tackle the root causes of resistance as effectively as involving informal leaders. Establishing new policies might create a more formal structure but could also be perceived as top-down mandates that elicit resistance. Providing additional resources is beneficial, but it doesn't inherently address the underlying attitudes or fears associated with change. Increasing communication is essential in any change process, but it’s often the credibility and support of informal leaders that truly fosters acceptance and enthusiasm for change among team members.