People don’t actually fear change. They fear sudden change, poorly explained change, and the uncertainty that comes when leaders move fast without bringing people with them.
Think about it: people choose change every day.
They buy new phones, move houses, take new jobs, start families.
They welcome change when it feels like progress, when they can see the benefit, and when they feel in control of at least part of the journey.
In business, the problem isn’t change itself, it’s how change is handled.
Too often leaders announce shifts without context, drop new strategies without explanation, or expect instant compliance without buy-in.
The result? Anxiety, resistance, and the very performance drop the change was meant to prevent.
Uncertainty is what paralyses teams. When people don’t know what the change means for them, they fill the gaps with fear and worst-case scenarios.
A vacuum of information becomes more powerful than the actual change itself.
The lesson for leaders is clear: if you want change to stick, remove uncertainty before it grows.
Here are two ways to do it:
1. Lead with clarity, not spin.
Change communication isn’t about selling good news, it’s about being honest.
Clarity builds trust, even when the message is tough. The moment people sense that leaders are holding back, they stop listening and start guessing.
Clarity doesn’t just reduce fear, it creates the confidence that the organisation is being led with integrity.
2. Involve people early and often.
People support what they help shape.
Leaders who engage their teams early, asking for input, surfacing concerns, testing ideas, reduce the shock factor.
Even small levels of involvement turn change from something being “done to me” into something “I am part of.” Involvement drives ownership, and ownership drives execution.
Successful change isn’t about moving faster, it’s about moving together.
The leaders who get this right build momentum, loyalty, and performance because their people don’t just accept change, they own it.
The bottom line: change isn’t what people fear. Sudden change and uncertainty are.
Remove the fog, involve your people, and you’ll find change becomes the very thing that energises your organisation.
