The Good Tension of Change in Business

Let’s be honest—change at work can freak people out. Whether it’s a new boss, a different software, or a big company shift, most of us worry about what’s coming next. But here’s the thing: when handled well, change can actually make your company stronger, your culture better, and your people more skilled and motivated.

Why Change Feels Uncomfortable—And Why That’s Good

Change naturally makes people uneasy. Our brains are wired to crave predictability, so when routines get shaken up, anxiety follows. Employees might worry about job security, new expectations, or simply the unknown. This resistance is normal—and, believe it or not, it’s a sign that something important is happening.

But here’s the upside: that tension is where growth begins. It pushes teams to learn new skills, rethink old habits, and find better ways to work. In short, the discomfort of change is actually the birthplace of progress.

Understanding the Fear Response

When you feel scared—whether it’s from a real threat or just something that feels risky—your brain jumps into action to keep you safe. The main part of your brain that handles fear is called the amygdala. As soon as it senses danger, it sends out an alert to your whole body.

This sets off a chain reaction: your heart beats faster, you breathe quicker, and your muscles get tense. Basically, your body is getting ready to either fight the danger, run away from it, or sometimes just freeze in place. These are known as the “fight, flight, or freeze” responses. Some people also talk about “fawn” (trying to please or appease the threat) and other variations.

All of this happens super fast, way before you even have time to think about it. That’s why you might feel jumpy, sweaty, or even have trouble thinking clearly when you’re scared—your brain is focusing on survival, not on making decisions or solving problems.

So, in short: fear is your body’s built-in alarm system. It’s automatic, it’s powerful, and it’s there to keep you safe—even if it sometimes kicks in when you don’t really need it.

This fear response creates a significant challenge for organizations, as it can sabotage otherwise well-planned change initiatives. Without proper management, human nature will naturally resist change, regardless of its potential benefits.

Building a Culture That Welcomes Change

You can’t just announce a change and expect everyone to jump on board. The real magic happens when adaptability becomes part of your company’s DNA. Organizations that prioritize culture during change are five times more likely to achieve breakthrough results. Here’s how to make that happen:

• Encourage a growth mindset—see challenges as opportunities.

• Keep communication open and honest at every level.

• Recognize and reward adaptability and innovation.

• Make sure leadership models the change-ready behavior you want to see.

  
  

When change is woven into your culture, it stops feeling like a threat and starts feeling like a natural part of the journey.

PRO TIP: Fostering a culture that embraces mistakes is key to successfully navigating change management. When employees feel supported and see mistakes as opportunities for growth, they are less likely to fear change and more likely to adapt confidently. A positive attitude toward mistakes creates a foundation for resilience and innovation.

Change as a Catalyst for Employee Development

Change isn’t just about the business—it’s about your people. Every transition is a chance for employees to pick up new skills, stretch their abilities, and grow their careers. But one-size-fits-all training won’t cut it. The best companies personalize development, helping each employee connect change to their own goals and strengths.

When employees feel supported and see how change benefits their growth, they’re more likely to embrace it—and stick around for the long haul.

Innovation and Growth: The Payoff of Good Tension

The most successful businesses don’t just react to change—they use it to drive innovation. By balancing improvements to your core business with bold moves into new markets or offerings, you maximize growth and stay ahead of the competition.

Embracing change lets you:

• Launch new products and services

• Adapt to shifting market trends

• Boost customer satisfaction

• Improve efficiency

• Keep employees engaged and creative

  
  

Managing Change: Turning Tension Into Triumph

It’s not enough to hope for the best. Effective change management means:

• Clearly communicating the “why” behind every change

• Having leaders who champion and model change

• Engaging employees early and often

• Providing thorough training before changes roll out

• Aligning change efforts with your culture and values

  
  

Technology can help, too—automating repetitive tasks frees up your team to focus on learning and adapting.

Overcoming Fear: The Human Side of Change

The best leaders create psychological safety—spaces where employees can voice concerns, ask questions, and even make mistakes. Its important to talk about the change, this will help minimize the uncertainty.

Most importantly, when you frame change as a chance for growth, resistance fades and excitement takes its place.

The Bottom Line

Change is here to stay, and yes—it can be uncomfortable. But that “good tension” is exactly what pushes businesses and people to become better, smarter, and more resilient. When you balance the technical and human sides of change, it will benefit the organization a well as the employees.

So the next time change knocks on your door, welcome it in. It might just be the start of your next big breakthrough.

For more insights, please check out www.thepovpodcast.com.

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Season two of the POV Podcast Series, focused on Company Culture, has officially come to a close. In our upcoming blog, we'll provide a comprehensive summary of all the key topics covered throughout the season. Stay tuned!