"بقدر ما يقول الناس إنهم يحبون التغيير، فهم يحبونه عندما تتغير أنت وليس عندما تريدهم هم أن يتغيروا."

People often claim to embrace change, but the reality is a bit more complicated. What many really mean is that they’re okay with change—so long as it’s happening to someone else or in ways that benefit them directly. It's a whole different story when the change in question requires them to alter their own behavior or mindset.

This idea is kind of like the old saying, "Do as I say, not as I do." We can be quick to encourage others to adapt, grow, or take new paths, but when we’re the ones who have to shift? That’s when things get tricky.

Take the workplace, for example. Imagine you’ve got a team that’s pretty set in its ways. Everyone has their routines, their habits—Monday morning meetings, Friday afternoon wrap-ups, and the same projects rolling in and out. Now, let’s say the boss decides it’s time to shake things up because the market is changing. Suddenly, there are new protocols, new software to learn, and maybe even a shift in roles. It’s all hands on deck, right?

Not quite. While some might get excited about the new opportunities, a fair number will grumble. They might resist, dragging their feet and longing for the "good old days." They're happy for the company to modernize—just as long as it doesn't mess with their comfort zone.

What’s a good way to handle this? Start with empathy. Understand that change is hard. We’re creatures of habit, after all. So, how do you help people, including yourself, embrace change?

First, communicate clearly. People need to understand the why behind the change. If they see the bigger picture, they're more likely to get on board. Be transparent about the challenges and the benefits. It’s not just about saying, “This is what we’re doing now,” but rather, “Here’s why we need to do this and how it’s going to help us all in the long run.”

Second, provide support. Change often comes with a learning curve. Offering training, resources, and a little extra patience can go a long way. Sometimes people resist change simply because they’re scared they won’t be able to keep up.

Third, lead by example. If you’re asking others to change, be prepared to roll up your sleeves and change too. It’s easier to follow someone who’s walking the walk.

Think about a time in your own life when you resisted change. Maybe it was something as simple as a new phone operating system. Remember the frustration of not knowing how to navigate it? But eventually, you got the hang of it, right? And now you probably can’t imagine going back to the old one.

Or consider the story of a friend of mine, Sarah. She was stuck in a job she didn’t love, but it was secure and familiar. When her company restructured, she was forced out of her comfort zone. It was tough—she had to learn new skills, meet new people, and adapt to a different environment. But a year later, she was thriving in a role she found far more fulfilling. Looking back, she realized that the change she dreaded had actually been the best thing for her.

So, the next time you find yourself or others resisting change, try to remember this: change is hard, but it’s often worth it. Approach it with empathy, clear communication, and a willingness to support each other through the transition. Embrace it not just for others, but for yourself too. You might just find it’s the start of something great.