I was thinking about making some changes in the New Year (as you do) and I wondered why is change for most people so scary.
Perhaps it was me I thought.
So I asked ChatGPT to rank the 10 most scariest words in the english language.
Here is it’s response:
1. Death
2. Loss
3. Failure
4. Uncertainty
5. Rejection
6. Abandonment
7. Pain
8. Change
9. Embarrassment
10. Loneliness
Some of these rankings I totally understand; death, loss, rejection, pain and loneliness for example.
These are scary and painful.
Yet Change at number 8?
Which begs the question; why is change so scary?
Change can be scary because it represents the unknown, potential loss, and the disruption of the familiar.
Many people associate it with discomfort, failure, or upheaval.
It challenges comfort zones, which is why it can often rank high on lists of fears.
And yet change can also represent opportunity, adventure, exploration and possibility.
Change can lead to learning and growth.
And yet…
Change still feels scary.
Perhaps it’s the fear of the unknown, it’s the space where you are taking a risk and you could fail.
It might be a new outfit, hair cut or a change of role for example.
Of course it’s also a function of the degree of change.
Changing a job is perhaps less scary than changing your career for example.
Change also means escaping the status quo or letting go of established routines, processes or structures that might have worked in the past.
This can be particularly acute when change is forced upon you.
Being retrenched for example can be upsetting and feelings of anger and failure.
But for me, it also meant a opportunity to step back and think about the direction of my career which eventually led me to going back to university, completing a PhD and starting mu own business.
Scary yes.
Exciting yes.
Perhaps it’s more a feeling of loss of control.
It’s why many corporate change programs do not work as there is (often) a lack of engagement, input and agency.
Change is forced upon others.
Perhaps we have to accept that change does come with some feelings of uncertainty and anxiety.
It’s why it also can feel exciting.
Notice however that change is often connected to how we think and feel.
And if we could change this perhaps change might be welcomed rather than feared.
Imagine a life without any change, wouldn’t that be boring?
So…
What if we could change the way we think about change?
It’s what I call Switch Thinking.
As the name implies the idea behind switch thinking is to proactively change your mode of thinking.
For example.
What is the problem here?
Switch
What is the opportunity?
This simple switch in thinking can unlock a new sense of optimism and energy.
And help us all to not be so scared of making a change in our lives.
Imagine what you could achieve if you can embrace change and not be scared of failing for example.
That is not to say you still might fall short but you might be more willing to make a change with a switch in thinking.
2 Minute Bursts
Switch Thinking works on the idea that to make a change the easiest way is to change your thinking.
And this can be done quickly unlike behaviour driven programs which can take a long time and energy to see results.
Often this switch in thinking can be experienced in 2 minutes or less.
For example:
What is an assumption i have made about the attitudes of a seemingly disgruntled team member?
For example, they do not like being led by a female leader.
Switch
What if I challenge this assumption? Actually the real issue might be that they are bored in their job and need a new challenge.
This switch in thinking might lead you to a new view of this team member, their motivation, worth and a re-design of their role.
Thinking in 2 minute bursts about change also makes any shift more manageable.
You only take 2 minutes and you can always go back to your original way of thinking.
This 2 minute switch i have found in my workshops gives people more agency and a sense of control.
From Box Mode to Ball Mode
This switch is in fact a shift from what I call Box Mode (i.e. structured, rational, efficient and habitual) to Ball Mode (i.e. playful, fun, imaginative).
And Back again.
This means that Switch thinking provides a mental space to think about change differently.
You can start in Box Mode (e.g. what has worked before?).
And then switch to Ball Mode (e.g. what have we not tried before?).
Or you could start in Ball Mode (e.g. What if we started from a blank piece of paper?)
Switch
Then switch to Box Mode (e.g. what is working well in our current process?)
This switching back and forth means that change is not so scary.
You can iterate your way to a new solution, direction or option that is might be more creative and effective.
This switching is also anchored in the latest brain science.
It’s becomes a semi-structured process of thoughtful enquiry and exploration.
I means that change feels more under your control.
In short – it’s change in bite-sized thinking chunks.
Conclusion: How Switch Thinking can help overcome the fear of change
By focusing on small steps, playful experimentation, and control over the process, Switch Thinking can help individuals and teams reduce their fear of change.
The structured but flexible framework allows people to navigate uncertainty, discomfort, and failure in a way that feels empowering and manageable.
In essence, Switch Thinking helps make change feel possible and exciting, rather than something to avoid or fear.
It transforms change from a daunting experience into an opportunity for growth and creativity.