Some of our clients have been stuck for up to 10 years before they contacted us. That is a lot of time to be frustrated! Sometimes resisting change can cause physical illness – it is like their body is saying – ‘get me out of this job/toxic culture/career that isn’t me!’
What is a ‘change resistor’?
A change resistor is a person or group who resists or blocks change, driven by fear, loss of control, misunderstanding or preference for the status quo. They create friction in business or social transitions often stemming from anxiety about the unknown, new demands or threats to power/identity.
Why do humans resist change and stay in their comfort zone?
Human beings often resist change until their “back is against the wall” because the brain is wired to prioritise short term safety and familiarity over long term, uncertain benefits, so real change tends to happen when staying the same feels more dangerous than changing. Crisis removes options, amplifies threat signals, and can finally tip that cost–benefit calculation in favour of action.
How the brain handles change
Human motivation is strongly organised around approach (moving toward rewards) and avoidance (moving away from threats), and in ambiguous situations people often default to avoiding risk, even if change could bring rewards.
The “comfort zone” feels psychologically safe, so the brain tends to conserve energy and maintain existing patterns unless there is a compelling reason to do otherwise.
Why discomfort must outweigh comfort
Change usually happens when the pain of the current situation becomes greater than the perceived pain or risk of changing: in crisis, the cost of doing nothing suddenly feels unbearable.
The stages of change model shows that people can sit in “contemplation” for a long time, knowing something is wrong but not acting because of internal approach–avoidance conflict.
Fear, uncertainty and social pressure
Fear of the unknown, judgement by others, and lack of social support make breaking out of established patterns feel risky, so people delay change while their current strategies are “good enough”.
What helps people change earlier?
Making the “threat of no change” vivid (e.g. structured scenario planning, health risk information framed in ways that match a person’s motivational style) can shift behaviour before a crisis.
Quotes about change
“In any given moment, we have 2 options: to step forward into growth, or step back into safety.” Abraham Maslow.
“The secret of change is to focus all of your energy, not on fighting the old, but on building the new.” Socrates.
9 self-reflective questions about change
Block out time in your diary to reflect on these questions:
- What am I noticing in my world?
- How do I feel about change?
- How do I know when I am resisting change?
- When have I successfully embraced change?
- What are the positives of change?
- What are the negatives of change?
- What helps me to embrace change?
- Who could help me to embrace the change that I need to make?
- What’s the question that I most need to ask myself about change?