Embracing change is like exercise; everyone wants to be proactive and active, but many lack the discipline and motivation to make daily gains for long-term benefit.

And I get it. Both require effort, will, and perseverance to make a difference. It is also harder to manage change today due to several significant factors that I will cover in this blog.

My view is based on supporting and driving change initiatives, utilizing data and technology, and leading teams in major transitions. For many years, for example, I oversaw the Quality-Driven Management program (an adaptation of Six Sigma) at FedEx in Asia, training colleagues and teams at all levels to continuously improve business processes and systems in their respective departments.

Key factors powering change

Although market dynamics, technologies, and leadership styles evolve, my philosophy regarding change management remains shaped by the Beckhard and Harris Change Equation: Dissatisfaction x Vision x First Steps > Resistance to Change.

The equation states that resistance to change is overcome when three factors align: an extreme dissatisfaction with a current situation, a clear vision of a better future, and a set of practical first steps to create this future.

Change is harder today because…

While the equation details the change process, and technologies simplify and automate essential processes to enhance decision-making, many people struggle with managing change today.

In my opinion, here are three reasons why.

1. Paralyzed by the present

The vast majority of people I have mentored, trained, coached, or supported is paralyzed by the present.

By this, I mean they focus solely on their current situation and the things that make them feel trapped, unfulfilled, frustrated, or angry. Examples include having a job with no opportunities, working in a toxic company culture, being in an unhealthy relationship, having financial pressures, and more.

The “woe is me” mindset is easy to fall into and hard to escape – it’s almost like a reflex action. But no matter how desperate or dire the situation, there is always an alternative. One of the first actions I take as a coach or trainer is to conduct a “deep dive” with the client to analyze their current status, clarifying what is holding them back and where they want to be.

Finding clarity is the first, vital step towards building a robust, relevant, and sustainable change strategy.

2. Running before walking

Another common misstep is attempting to run too fast, too soon (in terms of change strategy and action) before “walking,” i.e., getting the planning basics right.

Typically, this involves setting key steps and deadlines over a long period, say, 6, or 12 months or even longer ahead, then launching into the plan with passion and energy. But change isnt usually predictable. It’s turbulent, right from the start, and how the first step pans out determines whether or how the second step proceeds.

Seeing ‘the perfect plan’ fall apart can leave you disillusioned or wanting to throw in the towel.

I recommend a pragmatic approach that takes things step by step. Rather than planning too far ahead, start by evaluating your current position, your desired destination, and decide on the first 1-3 steps. As you progress, keep doing that: evaluate where you are, confirm your destination is still clear (or adjust it, if you want), and plan the next few steps.

Building momentum stage by stage allows you to adapt plans to changing external and internal factors. It also provides a solid, more likely-to-succeed path ahead.

After all, a marathon isn’t won by the runner sprinting from the start line…

3. Living in a lower-trust world

External mega-shocks, such as 9/11, the global financial crisis, and the pandemic, have, in my opinion, eroded widespread trust in institutions and governments, as well as among citizens.

What does this have to do with change? The environment or social landscape impacts change because we become more risk-averse when we feel less secure or trusting of our surroundings. Some people also seek refuge in nostalgia, which, in my opinion, compounds problems because this deflects rather than confronts current and emerging challenges.

Social media is another significant barrier to change. Where we once had two or three news announcement periods in a day, giving us time to digest, pause, and reflect, our attention spans and critical thinking abilities have been shredded by a constant bombardment of news and views.

And it’s not just volume, but the extreme positions put forward by influencers and commentators designed to attract eyeballs, clicks, and revenues. Fact or fiction, it is hard to distinguish, and this produces a double-whammy impact – reduced trust in authorities and news sources (and heightened anxiety), making many people uneasy and resistant to change.

The change paradox

While the status quo provides a “safety blanket” or “island of calm” in turbulent times, the paradox is that the need to adapt and change has never been more urgent and necessary.

Rapidly evolving technologies, market dynamics, environmental challenges, and shifting demographics are among the most significant drivers of change today. 

Sitting still is no longer realistic or sustainable, and while this is bad news for those who are change-averse, the good news is that we can all learn to adapt and thrive in fast-paced times and environments.

I know this to be true because I have helped a wide range of people and teams turn fear of change and the unknown into a strength. My mentoring, training, and coaching center on creating clarity on their most pressing challenges and the goals to overcome these and grow.

Sometimes the issues and objectives are easy to identify; in other cases, more digging is needed. A “due diligence,” if you like, on the forms of resistance, anxiety, fear, and misunderstanding holding them back.

Using this information to formulate a personalized strategy and action plan – with concrete, realistic first steps – is the next crucial part of my embracing change program.

If you’re currently stuck in a rut and would like to embark on a journey to change, please don’t hesitate to contact me using the contact bubble below.

My coaching is partnership-focused – working with you to turn reflection and visualization into meaningful change.