Change & Mental Inertia

In our lives including Business life we should have postulated and brought change, which was constructive, positive and enriching. Every occasion when change was postulated our internal mind resisted just like inertia forces or in short mental inertia against the change. The change may be even simple one like choice of clothes either western or ethnic, flared bottom or tight ones, definitely we do resist it internally.

Whereas there are many changes which are thrust upon us, we do resist them but slowly accept them knowing unavoidable. While in Indian Navy it had become routine to get transferred which called for shift of residence, nature of work, place and also similar changes to the family members. But when I wished to shift to CMERI Durgapur, a broader change the mental inertia took different dimensions. It took me also most six months to make up my final decision between YES and NO.? In this case there were more odds, more unknown or unfamiliar territories, hence much greater resistance. Mind transfer within Navy were thrust upon change while later one was my own creation. Even we resist even small changes like change of seat in aero plane or train, but when our broad mind accepts it, as insignificant change for self but derived benefits to other party.

It is normal psychological reaction is to resist a change, often I call mental inertia. It is important to answer a Q, why does it feel so frightening and uncomfortable, though it is a common experience to change? At times we are scared for lack of clarity. It is a time when we ask four questions to get prompting decision. these questions are:

1.???? What will happen if I do change?

2.???? What will happen if I don’t change?

3.???? What won’t happen if I change?

4.???? What won’t happen if I don’t change?

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When we attempt to change it is the fear of unknown which creates mental inertia. The fear is usually associated with uncertainty. When we are looking at future, after change the rewards may not be guaranteed or assured. We are not able to postulate a change which will bring best results for us. It is the uncertainty which makes us resist to a change. Add to that, people around us who share own thoughts. It is energizing when we find people who encourage change, after due deliberations & bringing clarify. Some of them may be experienced also.

There is another aspect of change, that there is some amount of loss associated with change. It could be people, places, jobs & things. It may be that at one point of time we never imagined we could live without them. Accepting the loss is a maturity, just like one we experienced when seat change was proposed & concurred. Acceptance of some loss is a way to move forward or maturity, particularly knowing when it is known that change is in own best interest.

It is our perspective which enables us to handle the perceived change, it’s analysis to overcome mental inertia. When we perceive the change as fear we are reluctant to accept it. It is much better to visualize change as challenge, and focusing on possibilities and options. With such outlook we find encouragement, courage and determination to deal with uncertainties. ??

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Now, as Leader many a times certain changes are envisaged. Whenever a change is proposed or instituted resistance from people is natural outcome. It is then best for the leader to address those four questions and explain to people why change is necessary? what are the implications? Having painted such picture, it may be much easier for the leader to create followers, and create Leaders down the line to support the change. When we look at history, almost every change was resisted like industrial revolution, computerization and in present context AI. ?