Change. Does that word evoke anything for you? For some there are positive associations with change and for others negative associations, or a mix of both. Not all change is the same, however. There’s internal change, external change, big changes or small changes as well as slow or sudden change. The general narrative is that people and organizations fear change. Do you?
According to Simon Sinek, businesses don’t fear change they fear sudden change. He makes a distinction between change and sudden change. To me this makes sense, incremental change like aging is different than my appearance changing from an accident. Incremental change is more digestible than sudden change.
Toni Newman, a professional innovation catalyst, says people don’t necessarily resist change they resist the work that comes with change. They anticipate all the work that comes with the change without knowing the results of that work. I found that an interesting distinction. It reminds me a bit of “change back” or “counter moves” that happen when we’re presented with change.
Generally, when change occurs, people want things to go back as they were, mostly unconsciously, because it poses a threat to them. Hence the terms “change back” or “counter moves.” They fear the unknown, losing something, or fear the work that is involved with change. I’ve experienced “change back” in my life with some friends when I chose a healthier lifestyle and I’ve experienced internal change back when I’ve wanted to start a new habit.
Change catalyst, Campbell Macpherson, talks about some other fears that are related to change. Like the fear of failure or the fear of success which he says is a delayed fear of failure because you have further to fall if you succeed.
Obviously, not all these people are talking about the same type of change, but it does highlight the fear of it. So, what can we do to navigate change better and possibly embrace it? Here are some suggestions:
Ask yourself what’s the emotional impact of the change and if there are any barriers to it?
Be aware of “change back” or “counter moves” in yourself or others when there is a change.
Try to familiarize what is unknown from the change. If you want to start your own business, for example, talk to others who started a business.
Focus on who you want to become versus what you want to achieve. Identity-based change is more sustainable than outcome-based change. To learn more, check out Atomic Habits by James Clear.
Break up or chunk the steps to change so they are more achievable and digestible. This also helps with helping you feel more successful with the change.
See what’s in the change for you. We often will adopt something if there’s something in it for us.
Of course, having a growth mindset helps with navigating and embracing change. If you’re struggling with a change in your life, and would like further guidance, or would like to make a change fill out the form for a Get Acquainted Call with me.
Best,
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