Change Can Be Scary (But So Is Staying the Same)
Organizational change can be uncomfortable, but it’s what drives business growth. Discover how leaders can navigate uncertainty, remove obstacles, and transform fear into progress.
*******
It’s Halloween! A time when we delight in things that go bump in the night, when we pay good money to be terrified in haunted houses, and when pumpkin spice somehow finds its way into every food group.
But in business? The thing that sends shivers down most leaders’ spines isn’t ghosts or goblins. It’s change management.
Working with leadership teams across multiple sectors, I have never seen so much organizational change happening. Most companies are in a constant state of change—some intentional (new direction, technology transformation, market shifts) and some reactive (A.I., economic forces, generational change).
Change fatigue, difficulty absorbing change, and employee burnout are occurring at unprecedented levels
Yet, the irony is that while we fear change, we also crave progress. We want the shiny new system, the streamlined structure, the “next level” growth. But when it’s time to move from vision to implementation, suddenly we retreat to our comfort zones.
My focus is bringing the fear and uncertainty into control, and accepting that change is constant, but chaos is a choice. This enables leaders to navigate change intentionally and coach teams to embrace the uncertainty as opportunity for innovation. Helping clients turn their fear into focused action and realize their desired outcomes makes my work so rewarding.
In this article, I share some of my top tips to make organizational change less scary.
The “Monsters in the Closet” of Organizational Change
Here are five familiar “ghouls” that appear whenever we begin navigating change in business:
- The Zombie Project: It never dies. It just keeps staggering along, consuming everyone’s time and energy.
- The Vampire Executive: Sucks the life out of the team with endless revisions and “one more” meeting.
- The Werewolf Resister: Calm during planning, but when the full moon rises (go-live date), they transform into full-blown opposition.
- The Ghost of Projects Past: The memory of every failed initiative that haunts the halls whenever someone dares to suggest, “Let’s try something new.”
- Frankenstein’s Project: A monster stitched together from every idea in the building. No clear purpose, but packed with “must-haves.” It lumbers forward, weighed down by every feature request, process, and pet project tossed in “just in case.”
So how do you fend off these creatures of chaos?
How to Survive the Scare of Change
The secret to surviving organizational change isn’t to exorcise the fears. It’s to acknowledge them. Fear means people care. It means they’re invested. The goal isn’t to eliminate fear, but to give it context.
This is what I tell leaders that I advise:
- Shine a flashlight on the unknown. People can handle bad news better than uncertainty. Communicate early and often, even when you don’t have all the answers.
- Keep your crew close. Engage the skeptics early. They often become your best allies once heard and respected. Find key stakeholders’ drivers and align them to the project’s purpose up front.
- Kill the “monsters” early. Identify those legacy systems, outdated processes, or unclear roles before they come back to bite you. Find early, practical wins to win over your skeptics and create momentum for change.
- Celebrate the small wins. Recognizing steady progress keeps your team motivated and focused on what’s working.
Change is inevitable. Growth is optional.
The choice comes down to how you respond. You can barricade yourself in the C-suite, pretending the status quo will protect you, but eventually, stagnation becomes the real horror story.
Remember: The scariest thing in business isn’t change itself. It’s refusing to face it.
Lead With Clarity Through Change
With the right approach, change can become your organization’s greatest asset. The ideas and strategies in this article are the same ones I use in my coaching and Map Vs. Terrain keynote and Strategic Foresight workshop sessions to help leaders navigate change with confidence.
Let’s connect to talk about how you can build the clarity, confidence, and systems to lead change—no matter what 2026 brings.
FAQs
Why is organizational change often so difficult for leaders and teams?
Organizational change is challenging because it disrupts established routines, structures, and cultural norms. Even positive change—like adopting new technology or restructuring for growth—can trigger uncertainty and resistance. Effective change management requires leaders to understand the human side of transformation, helping employees process fear and adapt with confidence.
How can leaders help their teams overcome fear of change?
Leaders can reduce resistance by normalizing uncertainty and leading with empathy. Acknowledge that fear is natural, communicate transparently, and involve skeptical voices early. When employees feel heard and supported, they become active participants in organizational transformation rather than passive observers.
What does “change is constant, but chaos is a choice” mean?
This mindset underscores that while organizations can’t avoid change, they can choose how they navigate it. Leaders who use intentional change management frameworks—rather than reacting to disruption—create stability and confidence during transitions. In other words, change is inevitable; chaos is optional.
What are the most common mistakes leaders make during organizational change?
One of the biggest missteps is underestimating the importance of communication. When leaders avoid difficult conversations or assume people “get it,” uncertainty and rumors fill the gap. Other common pitfalls include ignoring culture, failing to align leadership teams, and focusing only on processes instead of people.
How can organizations build a culture that embraces change?
To create a culture of adaptability, leaders must model curiosity, transparency, and continuous learning. Embed change-readiness into your values, reward innovation, and train managers to lead through uncertainty. A strong change management culture transforms fear of change into fuel for innovation.
How can Bill Fournet help leaders navigate organizational change?
Disruption, uncertainty, and change are here to stay. The leaders who thrive aren’t just reacting; they’re anticipating, adapting, and using change to turn uncertainty into opportunity. Bill doesn’t just inspire—he equips. With the tools, frameworks, and confidence to navigate what’s next, you won’t just keep up—you’ll lead the way.
