Making change less scary
The more change people see happening around them, the more they tend towards becoming conservative as a natural defense mechanism against losing their identity. (Reznal Odnanref)
This is important to consider as you try to lead change, whether it regards your workplace culture or politics (at local or national level).
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We live in an era of change, and its impact has been amplified by the reach of the internet, social media, algorithms and (so-called) artificial intelligence. To conserve (or regain) our sanity we must re-discover our personal values, who we are and (most importantly) who we want to become. This has everything to do with organizational culture and with politics.
We need to understand that resistance to change is not necessarily negative; it is only natural when change threatens to be overwhelming. Therefore, focus more on helping people learn how to cope with change; and less on amplifying the threatening aspects of change. The more you increase the fear of change, the more you will increase people’s defenses against it. Focus, instead, on making change easier to accept and adapt to.
Edgar H. Schein promoted this approach some fifty years ago… but most people did not listen. That is because the noise of fear (of change) has been deafening. We need to filter that noise, tone down its impact, and rediscover Schein’s approach to change.
Bear this in mind when you engage in political discussions; and when you try to implement changes in your workplace culture. You should not try to force people into changing, and it’s no use trying to persuade people with rational arguments. Resistance to change is natural, and it’s not rational: it’s emotional and closely linked to values & beliefs.
In order to bring about change, start with understanding objections and allowing people space to voice them. Then focus on making change easier to adopt. Showing empathy and patience helps.
