There’s no shortage of change in the world, especially at work. AI integration. Technological advancements. Shifting from in-person to remote to hybrid work models. Prioritizing work-life balance with limited time and resources. Meeting the needs of four generations. The push for transformational, people-first leadership over transactional management that focuses only on results. Are you keeping up with me? Do you have whip lash yet? I’m right there with you. The amount of change we’ve experienced in such a short amount of time is dizzying and can shock your body, as humans aren’t necessarily equipped to handle change; it’s something we need to learn and develop. From how humans react to change and threats to three different ways we experience change, follow this change management strategy to more efficiently adapt through challenges.
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What Prevents You from Accepting Change?
Change is often met with resistance. For instance, you just nailed your current software and now your company introduces a new one that’s supposed to streamline processes and be more efficient, yet you want to run for the hills (or away from your desk and through the office front doors). Once again, you’re going to have to learn new features, flows, systems, etc. It’s exhausting.
But you’re not alone, and you come by it honestly. Your brain is wired to keep you safe and secure. These intentions reside in the amygdala and were formed back in the days when humans had to hunt and gather food. But now your mind can’t tell the difference between mastering new software or facing a wolf in the wild. Your brain deems anything new as scary, which makes adapting to change an uphill battle.
Here are four ways humans react to change and threats, and how to detect these patterns within yourself at work.
1. Status Quo Bias
There is a baseline of preferences in the world, and people like to stay within that limit. For example, your baseline was that current software, and now you need to switch to a new one. Even if there are benefits to the deviation from the baseline, your brain will keep you at the same level to protect you from potential loss.
2. Loss Aversion
The reason why it’s so hard to make decisions is because your brain constantly reminds you of what you can lose over what you may gain, and the fear of losing something over the hope of reaping benefits comes out stronger.
3. Negativity Bias
Your brain emphasizes negative possibilities or positive potential outcomes. Think of it like this: if out of 10 comments you received one that’s critical and nine that were beneficial, your brain will hyperfocus on the one critical comment. Because your brain feels loss, pain, and negativity so much more deeply than the opposite, it will prevent you from experiencing that.
4. Present Bias
Instant satisfaction has become a pinnacle in today’s society, with people now prioritizing instant rewards over long-term benefits. So, when changes arise, you may look at how they will impact you right away versus how the changes can benefit you down the road.
3 Ways You Experience Change
Now that you know the patterns that keep you in your comfort zone, let’s dive into three ways you can undergo change. These stem from one of my favourite reads, Tiny Habits, by BJ Fogg.
- Rock bottom: You’ve undergone a difficult situation where there’s nothing left to lose, making you more open to change.
- “Aha” moment: You undergo a sudden understanding or inspiration that causes a revelation to strike.
- Incremental: You take small steps to achieve an outcome; they aren’t great enough to rattle your threat responses.
Edge Moves as a Change Management Strategy
Your four threat responses are meant to keep you safe, but they can stifle your leadership and career growth. I don’t want you to hit rock bottom nor rely on “aha” moments to get out of your comfort zone, as they’re painful and unreliable. The most sustainable way to grow and develop at work and meet change with grace is incrementally through Edge Moves.
Edge Moves are a tool to get you from your comfort zone into your courage zone. They’re any habits or actions you take that stretch you beyond your comfort zone. They often build upon one another, bridging the gap to your bigger goal. It helps you 2x your growth instead of 10x, so your threat responses don’t rear their ugly heads.
So really, it’s so much more than a comfort zone disruptor; Edge Moves expose you to new things and changes in a manageable, sustainable way, so that when a bigger change comes into play, it doesn’t seem so daunting. You know how to adapt and move forward.
Let’s look at how to use Edge Moves as a change management strategy at work.
Example: Speaking Up in Meetings
- Comfort: You stay silent in meetings because it feels “normal.”
- Edge Block: You think: “This is how I’ve always participated.”
- Edge Move: Reframe your mindset with participation as your new normal. You start contributing to one meeting per week.
- Courage: You regularly contribute to meetings.
Example: Delegation
- Comfort: You control everything to avoid mistakes.
- Edge Block: You fear losing your reputation if your team fails.
- Edge Move: You start practicing low-risk delegation.
- Courage: You focus on gains from your empowered team.
Example: Strategic Thinking
- Comfort: You focus on immediate tasks.
- Edge Block: Immediate items crowd out importance for you.
- Edge Move: You schedule future-focused time blocks.
- Courage: You learn to balance short and long-term impact.
Which Edge Moves Will You Make?
Looking at the example scenarios, think of a situation in your own company where you can make Edge Moves. What does it look like? Lay it out in the four sections—comfort, Edge Block, Edge Move, and courage. Now put it into action at work and watch yourself bloom into the leader you were born to be.
