Are You Ready? Or Just Pretending to Be?

You’ve probably been in a meeting where everyone nods in agreement when the topic of change comes up. “Yes, we need to evolve.” But then, nothing really happens. The plans are made, the conversations are had, but when it’s time to act, it feels like you're trying to move a mountain with a spoon. Change isn't easy, but it’s essential. The problem is, many organizations talk about change like it’s inevitable—but don’t actually prepare for it. So, how do you know when you and the team are genuinely ready for change, and when they’re just going along with it because they’re supposed to?

The "Not Ready" Syndrome

In many organizations, there’s this middle ground—change is discussed, processes are tweaked, and tech is bought, but the transformation never really takes off. Sounds familiar?

You might see signs that things aren’t moving forward. Strategic plans that sit in PowerPoint purgatory. Tech that feels like an extra layer of chaos rather than the productivity booster you were promised. Departments that are more like isolated islands than interconnected hubs of creativity and progress.

And then there’s the elephant in the room: fear. Fear of failure. Fear of looking incompetent. Fear of change itself. It’s as though “innovation” has become synonymous with “status quo.”

So, what do we do when the organization isn’t ready for change? How do we get out of this bizarre hamster wheel of inertia?

Are we all just big softies at heart?

Change isn’t a linear path—it’s a psychological rollercoaster. We’ve all heard it: “Humans resist change.” But why? It’s not because people are inherently stubborn (well, maybe a little), but because change taps into our primal need for stability. Our brains are basically wired to say, "Hold up—this feels like a threat!" The unknown? It’s like walking into a room full of unopened emails. No one’s excited about that.

In fact, when you throw tech into the mix (a.k.a. the tools meant to make things easier), it’s not uncommon to see a wave of eye-rolls. The new tool isn’t seen as a "helper," it’s a "complication." The resistance here isn’t just about learning something new—it’s about the emotional burden that comes with it. So if you’ve been trying to force-feed your team a new system without addressing their concerns? Well, they’re probably looking for the "undo" button.

Recognizing the early warning signs

If you’re wondering whether your team is mentally prepared for the change ahead, here are a few classic signs that you’re not quite there yet:

1. Strategic plans that look like unicorns: Your strategy meetings are full of big ideas, but those ideas somehow never leave the dream world. Digital transformation is more like a permanent guest in the meeting room, never actually becoming part of the agenda.
2. Tech as a nuisance, not a necessity: The latest software feels like a wall rather than a gateway to efficiency. People are fighting outdated systems while you’re pushing the "next big thing"—but they're too overwhelmed to care.
3. Silos everywhere: Sales, HR, IT—every department is like a separate country with its own rules and language. There's no synergy. No unified vision. Just the belief that "change is someone else’s problem."
4. The fear of innovation: Change feels like a threat, not a golden opportunity. Every new tool is treated like a trap, and the fear of failure looms larger than the possibility of growth.
5. Leadership in the passenger seat: Leadership might say all the right things, but when it comes to leading by example? The team is still waiting for the "big push." Action speaks louder than words—especially when it comes to change.

A workaround is possible

Here are a few steps that don’t involve forcing people to “just get on board”:

1. More than a framework: Change is personal. People are scared of losing control, of making mistakes, or of just not being good enough for the new system. Take a moment to acknowledge their feelings. Creating psychological safety in this process isn’t a luxury—it’s a necessity.
2. Empathy over PowerPoints: Before pushing for the next big rollout, listen first. Sit down with your team and get their take on the changes. What worries them? What excites them? When people feel heard, they’re more likely to embrace change.
3. Some space to adjust: Change isn’t a quick fix—it’s a series of small shifts. Baby steps. Introduce new systems gradually, provide clear instructions, and allow people to get comfortable before pushing the big switch.
4. Trust over manuals: You can throw all the resources and guides at your team, but trust is the cornerstone of successful change. If they don’t trust that leadership is fully committed to the transformation, no amount of training will make a difference.
5. Implementation with readiness: Are your people ready for change? Measure that readiness—not just the “done” checklist. Use surveys, feedback sessions, and conversations to get a pulse on the emotional landscape of your team.

Traditional "one-done" readiness check vs real-time pulse check

Rather than conducting a one-off readiness survey at the beginning of the change process, why not check in regularly? The goal is to assess the emotional and mental state of the team throughout the transition.

• Before the change: Are people clear about why the change is happening? Do they understand the "why" and "how" behind it?
• During the change: Are there growing concerns? Are people hitting roadblocks? Are they feeling more overwhelmed as the process unfolds?
• After the change: Has the change been integrated? Are the people adapting as expected? Are they ready for the next phase, or is burnout creeping in?

The Rhythm

It's a shuffle, a tap on the shoulder, a nudge forward. It’s a rhythm that only starts to make sense when everyone’s in sync. Ready or not, it can’t be rushed. True transformation about creating the kind of space where people move through change without feeling like they’re sprinting through quicksand.

As you move forward, it’s worth considering: How do we really know when we’re not just checking boxes but creating something meaningful?

Change is a quiet evolution that happens when everyone finds their own pace. Sometimes, it’s not the loudest voices that move the needle—it’s the ones who are gently pushing the needle in the right direction. And perhaps, it’s those moments when people stop seeing change as a chore, and start seeing it as the invitation to something new, something better—a rhythm they can all groove to.

Because when change is ready to happen, it won’t feel like a fight. It’ll feel like the moment when the music starts, and everyone finally finds the beat.