Embracing Change: 5 Tips for Organizational Leaders to Understand Fear of Change & How to Help Employees Adjust
While change is an inevitable part of life, it is genuinely frightening for many people. Fortunately, there is a lot we can do to help ease the transition process, especially in organizational leadership. By understanding the fears associated with change, and taking steps to address them so everyone is better prepared, you can help create an atmosphere that is more conducive to positive change.
Here are five reasons we fear change and actionable steps you can take to help others adapt.
1..Loss of Control
One of the main reasons we fear change is because we know it destabilizes and challenges our perception of control.
When change happens, it disrupts routines and threatens a sense of security. From a leadership position, communicating clearly with your team about what’s changing, why it’s changing, and how it will affect them (as early as possible), will increase their tolerance for the natural bumps and bruises that are sure to come. Involve as many people as possible in the change process, via authority and opportunities to provide input and feedback, and this can help them feel more in control and less fearful of the unknown. However, if you cannot provide authentic opportunities for feedback or input, do not say you can to simply appease — you’ll eventually lose credibility (and cooperation).
2..Fear of the Unknown
Another reason we are afraid of change is that when we are unfamiliar with something, it is harder to deal with.
Specific worries in organizational change, such as how the change will affect our job, relationships with colleagues, or future with the organization, are natural and expected — and easily take up space “rent free” in our thinking. While it's important to address questions and do so head-on, it is not possible to address each and every concern at one time. Regularly scheduled discussions, even short stand up meetings, where folks have the opportunity to submit questions, are helpful. An increase in information can help decrease fear and provide the energy for positive forward action.
3..Discomfort with Loss
Most of us actually don’t resist change — we resist loss — and change can trigger feelings of anxiety or fear of losing something valuable.
Even in organizational settings, where concepts such as grief and grieving are spoken about less frequently, these dynamics will take on a life of their own if not addressed directly and with compassion. It’s essential to help others move through their grief process to where they can identify what they'll gain with the change. Establishing (and championing) a compelling future vision can provide a counterbalance, but it is important the balance be offered diplomatically and with heart — people know when they are being “managed” or “handled”.
4..Negative Past Experiences
Sometimes fear of change stems from negative past experience.
If they've been through a change process before that was poorly managed or didn't produce positive results, it makes complete sense they would resist going through it again. So, what can help? Acknowledge these past experiences, don’t avoid them. Mine these past experiences for learning and invite feedback from these travelers who have gone before. Be transparent about how this change process will be different and what steps are in place to ensure its success — or add steps based on participant feedback.
5..Fear of Failure
Sometimes fear of change is resistance to possible failure.
We worry we won't be able to adapt to the new way of doing things or that we’ll make too many mistakes and be seen as incompetent. In an organizational role, you can help by examining what feedback you give your team — on purpose or unconsciously, about mistakes. Is it okay to make mistakes? How do you handle it when you err?
Change is never easy. But in organizational leadership, we do have some influence, and we can use that influence to help others navigate change more successfully. By better understanding these five reasons people are afraid of change, you can address concerns specifically and help others feel more comfortable with the unknown, even though you can’t see the future, and you will all come out stronger on the other side.
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Suggested extended reading:
The Heart of Change by John P. Kotter and Dan S. Cohen