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“The oldest and strongest emotion of mankind is fear, and the oldest and strongest kind of fear is fear of the unknown.” H.P. Lovecraft
Lovecraft wrote those words in the 1920s and they are still relevant today – especially in the workplace.
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Many of us look forward to changes at work and we often have conversations with our colleagues about how things should be different, yet when things do change we are often terrified and feel uncomfortable. Change is inevitable and necessary these days in order for businesses and organisations to survive and thrive. Sometimes change can be imposed on us and with that may come changes to our immediate boss, team, work priorities and even changes to our role. So we must learn to overcome fear and embrace the changes ahead.
Why Do We Fear and Resist Change so Much?
We fear change at work for a variety of reasons. These fears are often associated with fear of failure, fear of success, fear of rejection, fear of criticism and fear of the unknown.
The growing research in neuroscience is proving the belief that “we are creatures of habit” to be very true. We like “Certainty.” Certainty brings with it clarity and predictability, therefore change may often activate a threat circuitry in the brain. This can trigger powerful effects on our body and our emotions – which we refer to as “stress.” David Rock, author of the “Handbook of Neuroleadership” explains that uncertainty registers as an error, gap, or tension in the brain: something that must be corrected before one can feel comfortable again. That is why people crave certainty. Not knowing what will happen next can be profoundly debilitating because it requires extra neural energy. This can diminish memory, undermine performance, and disengage people from the present.
Tamar Chansky, author of “Freeing Yourself from Anxiety” says changes at work are among the top life stressors that one can experience. “How we thrive is through routine and predictability. It gives us a sense of control. When there are big changes, we are suddenly thrown into a state of uncertainty.”
“Reorganisations, changes in management and changes in job responsibilities can all set off alarm bells as they may signal that one’s job is at stake. New management sets off a lot of different anxieties. Will I like my boss? Will my boss like me? Will I be valued for what I do? Will I have a say in decisions? Do I have to start from square one proving my worth, or will I be respected.”
However, change does not always have to culminate in fear and anxiety. How well organisations handle the process of change, transition and how much we perceive we have control and influence over the change is the key to managing the fear of change.
Therefore, it is perfectly normal to feel fear and be unsettled with change; it is a normal human reaction when we don't feel totally in control and certain about the future. The unhealthy part occurs with inappropriate and unhelpful responses such as fighting change, presenting a negative attitude or ignoring its meaning. Intelligent, mature and driven employees will manage their fear and look for avenues to adjust to change and thrive in the new environment.
10 Tips for Overcoming Your Fear of Change at Work
- Acknowledge the change. The most important thing to do when change is happening in the workplace is to acknowledge it. Recognising and accepting change is one of the first steps towards managing it.
- Face your fears. Writing down these fears in an objective form can stop you dwelling on them. Go through each fear and write down what you would do if that fear came to pass. Knowing you have a plan can really help to defuse the emotional anxiety.
- Confront your feelings and seek support. Face your feelings about fear and the transition you are going through, especially when the change is imposed and beyond your control. This could mean that you have to cope with a loss of a team and a project that you really care about. You don't have to act as a victim, even when you are not in control. The best thing to do is to accept your feelings and then reach out to close colleagues, partner, loved ones and talk to them about what you are feeling.
- Stop the fearful thoughts and replace them with something positive. Fear can come from creating negative thoughts and scenarios in your head about what the future holds. How you describe the change to yourself? What you see to be the negative aspects of the change? What impact does it have on you and your life? The moment you become fearful and have negative thoughts, stop them in their tracks and turn them into something positive. Ask yourself questions. In the past when I handled change really well what did I do? How did I handle it? What actions did I take that really worked for me? How did I deal with the change in my communication with others? How did I manage my mental health? Which personal attributes did I use to turn things into positive? Was I patient? rational? etc.
- Be flexible and embracing of change. Instead of hiding from your fear and creating a barrier, be open and flexible to new challenges and tasks. Chansky recommends that you approach change with an open attitude of learning, even if you don't like something new in the system, if you are flexible, people will want to work with you, and there is a greater chance of change. If you “rage against the machine' so to speak, no one is going to rush to have your back.
- Be part of the change. Adopt an attitude of anticipation and excitement. See change as an opportunity. Get involved in new committees and work teams. Be an influencer and driver of change - that way you will feel empowered and less fearful. See the positive in the way forward.
- Communication, communication and more communication. Communication is always important and especially when you face change. Part of the fear of change is the unknown. If the organisation is not communicating change effectively, make it your business to be proactive in finding out more about what the change involves. Don’t just sit back. Talk to your boss, your boss’s boss and your co-workers to get their understanding. Don't make these sessions negative, ask constructive questions to find out meaningful information to help you understand better. Be aware that sometimes when talking to co-works news can be distorted and not always factual.
- Reduce Stress and anxiety. In times of stress, we may feel tired and this is the time when we need to focus on being strong, fit, healthy and resilient. To be resilient you need to be calm and in control so that you are able to make good, clear and rational decisions. Focus on your exercise and nutrition, breathe deeply and smile. This doesn’t have to be extensive; 20-30 minutes of meditation; yoga or even walking to clear your head is sufficient.
- Have a sense of meaning. Take time to take stock of how valuable you are to the organisation. Acknowledge your successes and the skills and attributes that you offer the organisation. This is perhaps the time to make yourself more valuable. Research tells us that valuable employees typically get through changes unscathed, or even better than before.
- Continue to do your work and see the big picture. It is easy during times of reorganisation to sit back and see what will happen tomorrow. It is easy to have that attitude as in some cases the work you are doing might change. However, remember that till you have a new direction you need to focus on achieving your designated goals and tasks and that a great positive attitude should impress a future boss!
The bottom line is, change is inevitable for all organisations today, so you’ll need to overcome your fear of it.
Change can be frightening and disruptive. However, with the right attitude, outlook and actions, you can find opportunities in that change.
Author Bio – Ban Weston
Ban is the Managing Director of Consulting founded in 2005 and is qualified in organisational psychology. Ban’s expertise and knowledge Organisational Development, Leadership Development, Change Management, Cultural Transformation, Capability & Talent Development and Executive Coaching. works closely with CEOs, Executive Teams, Middle Managers and Team Leaders to accelerate leadership development and team effectiveness.
Anyone who has ever made and broken a New Year’s resolution can appreciate the difficulty of behavior change. Making a lasting change in behavior is rarely a simple process and usually involves a substantial commitment of time, effort, and emotion.
How to Get Started With Changing Your Behavior
Whether you want to lose weight, stop smoking, or accomplish another goal, there is no single solution that works for everyone. You may have to try several different techniques, often through a process of trial-and-error, to achieve your goal.
It's during this period that many people become discouraged and give up on their behavior change goals. The key to maintaining your goals is to try new techniques and find ways to stay motivated.
Change might not come easily, but psychologists have developed a number of ways to effectively help people change their behavior. Many of these techniques are used by therapists, physicians, and teachers. Researchers have also proposed theories to explain how change occurs. Understanding the elements of change, the stages of change, and ways to work through each stage can help you achieve your goals.
The Elements of Change
To succeed, you need to understand the three most important elements in changing a behavior:
- Readiness to change: Do you have the resources and knowledge to make a lasting change successfully?
- Barriers to change: Is there anything preventing you from changing?
- Expect relapse: What might trigger a return to a former behavior?
Stages of Change Model
One of the best-known approaches to change is known as the Stages of Change or Transtheoretical Model, which was introduced in the late 1970s by researchers James Prochaska and Carlo DiClemente who were studying ways to help people quit smoking. The Stages of Change Model has been found to be an effective aid in understanding how people go through a change in behavior.
In this model, change occurs gradually and relapses are an inevitable part of the process of making a lifelong change. People are often unwilling or resistant to change during the early stages, but they eventually develop a proactive and committed approach to changing a behavior.
This model demonstrates that change is rarely easy and often requires a gradual progression of small steps toward a larger goal.
Stage 1: Precontemplation
Strategies
- Rethink your behavior
- Introspection and self-analysis
- Assess risks of current behavior
The earliest stage of change is known as precontemplation. During the precontemplation stage, people are not considering a change. People in this stage are often described as 'in denial' due to claims that their behavior is not a problem.
If you are in this stage, you may feel resigned to your current state or believe that you have no control over your behavior.
In some cases, people in this stage do not understand that their behavior is damaging or are under-informed about the consequences of their actions.
If you are in this stage, begin by asking yourself some questions. Have you ever tried to change this behavior in the past? How do you recognize that you have a problem? What would have to happen for you to consider your behavior a problem?
Stage 2: Contemplation
Strategies
- Weigh pros and cons of behavior change
- Confirm readiness and ability to change
- Identify barriers to change
During this stage, people become more and more aware of the potential benefits of making a change, but the costs tend to stand out even more. This conflict creates a strong sense of ambivalence about changing.
Because of this uncertainty, the contemplation stage of change can last months or even years.
Many people never make it past the contemplation phase.
You may view change as a process of giving something up rather than a means of gaining emotional, mental, or physical benefits.
If you are contemplating a behavior change, there are some important questions to ask yourself: Why do you want to change? Is there anything preventing you from changing? What are some things that could help you make this change?
Stage 3: Preparation
Characteristics
- Experimenting with small changes
- Collecting information about change
Strategies
- Write down your goals
- Prepare a plan of action
- Make a list of motivating statements
During the preparation stage, you might begin making small changes to prepare for a larger life change.
For example, if losing weight is your goal, you might switch to lower-fat foods. If your goal is to quit smoking, you might switch brands or smoke less each day. You might also take some sort of direct action such as consulting a therapist, joining a health club, or reading self-help books.
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If you are in the preparation stage, there are some steps you can take to improve your chances of successfully making a lasting life change.
Gather as much information as you can about ways to change your behavior. Prepare a list of motivating statements and write down your goals. Find outside resources such as support groups, counselors, or friends who can offer advice and encouragement.
Stage 4: Action
Strategies
- Reward your successes
- Seek out social support
During the fourth stage of change, people begin taking direct action in order to accomplish their goals. Oftentimes, resolutions fail because the previous steps have not been given enough thought or time.
For example, many people make a New Year's resolution to lose weight and immediately start a new exercise regimen, begin eating a healthier diet, and cut back on snacks. These definitive steps are vital to success, but these efforts are often abandoned in a matter of weeks because the previous steps have been overlooked.
If you are currently taking action towards achieving a goal, congratulate and reward yourself for any positive steps you take. Reinforcement and support are extremely important in helping maintain positive steps toward change.
Take the time to periodically review your motivations, resources, and progress in order to refresh your commitment and belief in your abilities.
Stage 5: Maintenance
Characteristics
- Maintaining a new behavior
- Avoiding temptation
Strategies
- Develop coping strategies for temptation
- Remember to reward yourself
The maintenance phase of the Stages of Change Model involves successfully avoiding former behaviors and keeping up new behaviors.
During this stage, people become more assured that they will be able to continue their change.
If you are trying to maintain a new behavior, look for ways to avoid temptation. Try replacing old habits with more positive actions. Reward yourself when you are able to successfully avoid a relapse. If you do lapse, don’t be too hard on yourself or give up.
Instead, remind yourself that it was just a minor setback. As you will learn in the next stage, relapses are common and are a part of the process of making a lifelong change.
Stage 6: Relapse
Characteristics
- Disappointment
- Frustration
- Feelings of failure
Strategies
- Identify triggers that lead to relapse
- Recognize barriers to success
- Reaffirm your goal and commitment to change
In any behavior change, relapses are a common occurrence. When you go through a relapse, you might experience feelings of failure, disappointment, and frustration.
The key to success is to not let these setbacks undermine your self-confidence. If you lapse back to an old behavior, take a hard look at why it happened. What triggered the relapse? What can you do to avoid these triggers in the future?
While relapses can be difficult, the best solution is to start again with the preparation, action, or maintenance stages of behavior change.
You might want to reassess your resources and techniques. Reaffirm your motivation, plan of action, and commitment to your goals. Also, make plans for how you will deal with any future temptations.
Resolutions fail when the proper preparation and actions are not taken. By approaching a goal with an understanding of how to best prepare, act, and maintain a new behavior, you will be more likely to succeed.
It's not easy to make a major change and make it stick. You may be more successful in keeping your resolutions by using these steps. Many clinical programs for behavior change use these steps, from smoking cessation to addiction recovery. If you decide you need a structured program to support your change, you may recognize these steps being used.
- Diclemente CC. Addiction and Change: How Addictions Develop and Addicted People Recover. 2nd ed. The Guilford Press; 2018.
- Mastellos N, Gunn LH, Felix LM, Car J, Majeed A. Transtheoretical Model Stages of Change for Dietary and Physical Exercise Modification in Weight Loss Management for Overweight and Obese Adults. Cochrane Database of Systematic Reviews. February 5, 2014;(2):CD008066. doi:10.1002/14651858.cd008066.pub3.