I would say you should have a honest and direct chat with her - but try and find a time outside the rigors of the day and away from the office. Take her for a coffee and maybe just open up with something like "I sense you are having a tough time with some of the changes we are going through...can we talk about your concerns".
Use that as a launching point to communciate to her that these changes are something she has to find a way to deal with.
Now that's the first step, and as you know it should be documented in order to prepare for the possibility of dismissal.
Second step I'd say is a official warning, and firm stance on her behavior. Again documented, with perhaps a written warning issued to her.
Final step - dismissal.
Basically give her the first chance to talk to you about concerns that are causing her problems. Once that chance has been given if her performance doesn't change you escalate it to the formal warnings stuff.
Never fun stuff...and I feel your pain. I had to fire a very close friend once. Needless to say we are no longer friends.
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