Navigating Change

The stages of change and strategies for workplace and personal life.

Change is one of those things we all face, whether we like it or not.

It can show up as a new role at work, the end of a relationship, new routines or being pushed into something you didn’t ask for. Even when change is positive, it can still feel uncomfortable. That’s because as humans, we’re wired to prefer what’s familiar. 

Familiar feels predictable. Predictable feels safe.

So, when something disrupts that, it makes sense that we feel resistance, uncertainty or even anxious. 

That doesn’t mean something is wrong with you. It means your system is doing exactly what it’s designed to do.

The key isn’t avoiding change; it’s understanding how to move through it and actioning the ways we can support ourselves through the process.

Change often challenges our sense of control. It interrupts what we know, forces us to adjust and can bring up a fear of the unknown.

The Transtheoretical Model of Behaviour Change (often called the “Stages of Change”) developed by James Prochaska and Carlo DiClemente shows that change isn’t a one-off decision, it’s a process people move through over time.

Understanding this removes a lot of pressure and you’re not expected to have it all sorted immediately.

the stages of change (and where you might be)

Change isn’t a switch you flick.

It’s a progression and takes time.

1. Pre contemplation

At this stage, there’s no real intention to change. You might feel things are fine as they are or even frustrated that others are suggesting something needs to shift.

2. Contemplation

This is the “weighing it up” stage. You can see both sides, the reasons to stay the same and the reasons to change. You’re not committed yet, but something is starting to shift internally.

3. Preparation

You’ve made the decision that change needs to happen. Now you’re planning, gathering information and starting to make small adjustments.

4. Action

This is where change becomes visible. You’re doing things differently, learning, adjusting and stepping outside of what’s comfortable.

5. Maintenance

The new behaviour or way of doing things becomes more familiar. It takes less effort, and you’re focused on sustaining it.

Relapse 

Sometimes old patterns show up again, especially under stress. This isn’t failure, it’s part of the process.  

Research shows relapse is common in behaviour change and can actually strengthen long-term success when it’s worked through properly.

You’ve probably heard it takes 21 days to form a habit. But research is suggesting it varies significantly.

A study from University College London found it can take anywhere from 18 to 254 days depending on the person and the behaviour.

So, if it’s taking longer than expected… that’s ok! 

strategies for navigating change

There are some practical ways to handle change day-to-day both in your

workplace and personal life.

In general, remember to:

• Focus on what’s within your control

• Ask questions instead of making assumptions

• Break things down into smaller steps

• Acknowledge progress (even the small wins)

• Expect discomfort. It’s part of the process

• Be realistic about your energy, change takes effort

Most people get stuck not in the change itself, but in the resistance to it.

Here are some strategies I’ve seen work in both workplace settings and personal life:

1. “Lower the bar” strategy (micro steps)

Instead of aiming for full change, reduce the expectation to something almost impossible to fail.

Example:

Instead of “I need to completely change how I communicate at work,” start with “I will ask one clarifying question in meetings.”

This removes pressure and builds momentum.

2. Create a “Resistance audit”

Resistance often isn’t emotional, it’s practical.

Ask:

What is making this change harder than it needs to be?

• Is it time?

• Lack of clarity?

• Too many steps?

  
  

Then remove one barrier. Even small reductions in resistance increase follow-through.

3. Use “Future you” as a decision filter

When resistance shows up...

Ask:

“What would the version of me I’m working towards do right now?”

This shifts the focus from how you feel in the moment to where you’re heading.

4. Build micro-exposure to discomfort

Most resistance comes from avoiding discomfort.

Instead of avoiding it, practise small, controlled exposure:

• Speak up once, instead of staying silent all day

• Try the new system for 10 minutes instead of avoiding it completely

  
  

This builds tolerance without overwhelm.

5. Separate identity from behaviour

People resist change when it feels like it challenges who they are.

Shift the narrative from:

“This isn’t me” to “This is something I’m learning”

That small shift reduces internal conflict and makes change more accessible.

You don’t need a perfect plan. You need clarity and persistency.

These are the questions I come back to if I am struggling with change, both personally and professionally:

• What exactly is changing? Clarity reduces unnecessary stress.

• Why does this matter to me? When there’s meaning behind the change, motivation follows.

• What’s my first step? Not the whole plan, just the next step.

• Who’s in my corner? Change is harder in isolation.

• What might get in the way? Planning for obstacles makes them less disruptive.

• How will I know it’s working? Look for shifts in behaviour, energy, communication or overall stability.

• What will I do if I slip up? Adjust and keep going, don’t start from scratch. Persistence is key.

  
  

Change isn’t about getting it right the first time.

It’s about staying in it long enough for something to shift.

Some changes you’ll choose. Others will be forced on you. Either way, how you respond matters more than the change itself.

And the truth is: Nothing changes if nothing changes.