‘Only wet babies like change’, which means something like: Only wet babies really like change. And yes, that sums it up perfectly. People love stability, we want to hold on to our tried and tested behaviour and preserve what we are used to. It has to be unpleasant, sometimes almost painful, for us to strive for change.

But what happens when change becomes unavoidable? What happens when sticking to the status quo is no longer possible because the world around us is changing rapidly? Then we are faced with a fundamental decision: Do we want to be actively involved in this change, or do we allow ourselves to be passively changed by circumstances?

VeWillingness to change vs. Compulsion to change

The key to successful change lies in the difference between ‘I want to change’ and ‘I have to change’. This difference is crucial. We do not want to and cannot be changed passively – we need to be in control of the process ourselves. Actively shaping change is not only a success factor, but the only way to achieve positive transformation in the long term. Embracing change on our own initiative is not just about adapting, but actively shaping it. This is exactly what makes the difference. Change that is forced upon us is met with resistance and rejection. On the other hand, change that gives us the opportunity to get involved and help shape it is often perceived as an opportunity.

How can change be successfully managed?

Change cannot simply be ‘managed’, change must be led (in the sense of leadership). ‘Leading change is not a one-off project, but a daily task that requires attention and commitment. But what can this process look like in concrete terms? Here are some key points that can help you as a manager or HR manager to successfully lead change processes:

• Sell the problem, not the solution: One of the most common mistakes in change processes is trying to sell solutions immediately without really knowing the problem and having made it transparent. But before we can accept a change, we need to understand why this change is necessary. What is the problem that needs to be solved? What is the ‘burning platform’ that compels us to act? It is important that each individual can recognise and understand the problem on an individual level. Creating an understanding of the problem situation is the starting point for any successful change. However, it is important not to use fear and anger as driving forces. These emotions are short-term motivators, but not good allies for sustainable change.

• It’s okay to not be okay: Change often brings with it a wide range of emotions – from anger and disappointment to fear and confusion. These feelings are not only normal, but also necessary. They are a natural part of the change process and must have their space. It is crucial not to suppress these emotions, but to recognise them and listen to them. We need to feel that our emotions are taken seriously and that it is okay to feel uncomfortable in a change process.

• Find followers: Change is easier if you don’t have to implement it alone. Establishing a change movement can make a significant contribution to overcoming resistance and anchoring new ideas. Find allies who share your vision and can act as ‘change ambassadors’ or ‘change buddies’. These people can serve as role models for others and act as multipliers to spread the change.

• Where do we want to change to? A clear vision of change is essential. Without a clear vision, any change remains aimless and chaotic. What do we want to achieve? What is the goal of this change? We need a clear picture of where we are heading. This vision provides orientation and creates an incentive to actively participate in the change. We are inspired by hope, not fear.

• Be the change you want to see in the world: Role models play a crucial role in the change process. They not only set the direction, but also provide important support and a corrective. Role models live the change – through words, actions and gestures. ‘That’s not who we are’ is a quote from Austrian President Alexander van der Bellen that fits well here. Role models show what the new reality can look like and encourage others to follow the same path.

• Acceptance is the key to change: Acceptance is the linchpin of every successful change. The so-called ‘change curve’ describes the emotional phases that people go through during a change process – from initial rejection, hesitation and trial and error to acceptance and integration of the new. It is important to recognise these phases and guide people through them. Only if the change is truly accepted – both rationally and emotionally – can it be successful in the long term.

• Try and adapt: Change is a process of constant trial and error, adaptation and refinement. Not every decision will be right first time. It is crucial to remain flexible and be prepared to make adjustments when necessary. Change also means being brave enough to make mistakes, learn from them and move forward.

• Establishing change – turning decisions into rituals: One of the biggest challenges in change processes is to establish new behavioural patterns permanently. Rituals help with this. They are powerful tools for integrating decisions into everyday life and anchoring new habits. Studies show that it takes between 21 and 90 days and at least up to 300 repetitions for new behaviours to become a habit. By turning decisions into rituals, we create a structure that helps us to stay on course and anchor the change in the long term.

Conclusion: Seeing change as an opportunity

Change is a challenge, but it also offers immense opportunities – for growth, development and innovation. The key is to actively shape change instead of passively reacting to external circumstances. At COX Coaching & Consulting, we see change as our DNA and passion. We accompany organisations and people on their journey through transformation and help them to see change not as a threat, but as an opportunity.

Our experience shows: Change can be successful if it is led with clarity, empathy and a clear vision. It must be carried into people’s hearts and minds for it to be truly effective. And this is precisely where we come in – with the aim of helping you not only to survive change, but to actively and successfully shape it. Change is not a one-off task, but a continuous process. And we are here to accompany you on this journey – with expertise, passion and a clear view of the future.