Dismantling Fear of Change

Fall season, or autumn as known in other parts of the world, is upon us. It is the season that reminds us that change can be beautiful. Just as the leaves transform, we too can evolve, refocus, and find strength in the process. Yet in the corporate world, the concept of change can be daunting, causing discomfort and stress to some.

Let me start by reassuring you that change does not have to be dramatic! Whatever the change, big or small, there is absolutely no need to panic. In fact, change is one of those things that can be quite enjoyable once you approach it with a positive mindset. Most people fear change because they feel they need to jump straight into the new reality that change introduces; they do not realize there are phases to a successful change.

There are many change management models to choose from. Common ones include ADKAR, Kotter’s 8-Step, McKinsey 7-S, Deming Cycle (PDCA), and Lewin’s Change Management Model. In this blog, I cover the simplest of them all, the Bridges’ Transition Model by William Bridges (1991).

The reason I pick this model is because it focuses more on the “transition” process to implementing change. It takes into consideration people’s emotions as part of the change strategy. The Bridges Transition Model has three steps to it:

Step one is dealing with “The Ending”. Before we take any step towards embracing a change we must deal with current realities and allow sufficient time to let go of the way things are. Understanding the “why” behind the change is critical in this stage. People are far less likely to support a transition if they don’t see a meaningful reason for it. Change must be for the better, it should feel right and make sense to all those involved.

Step two of the Bridges Transition Model is known as “The Neutral Zone” where change planning starts to take shape. During this period, people might experience confusion, uncertainty, and even doubt as they try to adapt to the new reality. It can feel uncomfortable and some may question the purpose of the change altogether. Therefore, it is important to set progressive goals and stay on track. Celebrate quick wins publicly and proactively address any morale issues that come up.

The third and final step in the model is “The New Beginning”. This is when change is finally embraced and becomes the reality. Remember that this step is still part of the transition process. It is important to keep momentum, have an active communication, get feedback and learn from the process.

A real-life example

Let’s put the Bridges Model through a hypothetical example. Say, your job requires you to relocate to a new country! (a new city or State will be too easy).

During the Ending stage, take time to absorb the reality of the relocation; perhaps communicate it to your loved ones. Let it set in for a bit without rushing into actions. The most you can do here is forming a “to-do” list in preparation for your departure. You might want to look into the process for terminating your home lease, gym membership, dealing with your car …etc.

In the Neutral Zone, you can start taking small steps towards the relocation. Begin by researching required living conditions in the new location. You might want to open a bank account in the new country and transfer initial funds. You might be required to apply for visas and work permits as needed. You might need to shop for a new climate. Instead allowing chaos to creep in, look into introducing elements of excitement for the new life you are about to embark on.

Finally, the New Beginning happens when you land in the new country. You become accustomed to your new lifestyle, understand the culture, know your surroundings and establish new relationships. By this stage, you would have adjusted mentally, emotionally and physically. You can now focus on the requirements of the new role and start performing accordingly.

In conclusion

Change is never easy, even for those who have undergone many changes in their lives. Anyone who says otherwise is not being totally honest. But there is no reason for change to be daunting or scary. It boils down to the state of mind you choose to adopt, and your commitment to a model to structure your transition.

I hope this blog dismantles some of the fears for change and helps you look at change in a different light. And in the meanwhile, lets welcome fall/autumn with open arms.