Lessons From a Man’s Best Friend: Change Amid the Storm 

I have a Pekapoo named Mitzy, who weighs in at a lovable 12 pounds, 8 ounces. When I make a cup of coffee, she runs in circles on the tile floor at my feet. When we are about to take a walk, you would think she just won the jackpot. But there’s one thing Mitzy can’t stand — change, especially when that change involves rolling thunder and sheets of rain. The instant she hears the first rumble of a storm, she darts for shelter, often leaping into the bathtub in search of the darkest, quietest spot to hide.

I’ve come to realize that people are a lot like Mitzy. Many of us are not fans of change. Just as she finds comfort in stability and is unsettled by storms, we are similarly challenged by changes that disrupt our comfort zones. Change introduces uncertainty, leading to fears of the unknown, loss of control, potential failure and a strong attachment to the past. This resistance often stems from a desire to maintain the stability and predictability we find comforting. By understanding how change impacts us, we can better manage and adapt to it. 

As a leader, project manager or individual contributor, it’s crucial to consider the potential consequences of not adapting to change, to develop strategies to effectively manage and influence it and to find ways to inspire and motivate those around you to embrace and adopt it.

Consequences of Failing To Change

Organizations that struggle to keep up with change risk falling behind, which can impact both immediate performance and long-term sustainability. This lag not only hampers growth but also diminishes competitiveness and jeopardizes future success. Key challenges associated with change include:

• Inefficiency. Resisting change can lead to outdated processes, reducing productivity.
• Conflict. Resistance can spark conflict, especially if some members are more open to new approaches.
• Poor morale. Continued resistance may lower morale, leaving team members frustrated and unsupported.
• Talent loss. High performers may leave if the team or organization fails to evolve with industry trends.

Essential Traits of Successful Change Leaders: The 3 Cs

Center for Creative Leadership researchers identified three key skills that are the cornerstone of effective change leadership and are crucial for guiding change successfully.

Commit: Successful leaders align their beliefs and actions with change, showing resilience and persistence. They invest time, embrace challenges and maintain a focus on the big picture. In contrast, unsuccessful leaders struggle with adapting, display negativity and grow impatient with slow progress.     

Just as my beloved dog Mitzy finds solace in her familiar hiding spot during a storm, we, too, seek comfort in our routines when faced with change. Yet, embracing change can lead us to new opportunities and growth. Much like how I support Mitzy by creating a safe space — being present, staying calm and offering reassurance — she eventually finds her way back to the warmth of her favorite spot. By understanding our resistance and developing the traits of effective change leaders — communication, collaboration and commitment — we can navigate the uncertainties of change with greater ease. The next time you face a storm, whether personally or professionally, remember Mitzy’s lesson: seek comfort, adapt and emerge stronger on the other side.