The Emotional Weight of Constant Change
- Jul 22
- 1 min read
๐๐๐ง ๐ฉ๐๐จ๐ฉ๐ฅ๐ ๐ฌ๐ฎ๐ฉ๐ฉ๐จ๐ซ๐ญ ๐ ๐๐ก๐๐ง๐ ๐... ๐๐ง๐ ๐ฌ๐ญ๐ข๐ฅ๐ฅ ๐๐ ๐๐ฑ๐ก๐๐ฎ๐ฌ๐ญ๐๐ ๐๐ฒ ๐ข๐ญ?
One pattern I've noticed in organizations is that leaders ๐ฐ๐ง๐ต๐ฆ๐ฏ measure whether change is being adopted.
๐๐ข๐ณ๐ต๐ช๐ค๐ช๐ฑ๐ข๐ต๐ช๐ฐ๐ฏ.
๐๐ณ๐ข๐ช๐ฏ๐ช๐ฏ๐จ ๐ค๐ฐ๐ฎ๐ฑ๐ญ๐ฆ๐ต๐ช๐ฐ๐ฏ.
๐๐ฆ๐ธ ๐ฃ๐ฆ๐ฉ๐ข๐ท๐ช๐ฐ๐ณ๐ด.
๐๐ช๐ด๐ช๐ฃ๐ญ๐ฆ ๐ฑ๐ณ๐ฐ๐จ๐ณ๐ฆ๐ด๐ด.
But those signals don't always reveal ๐๐๐ ๐๐๐๐ ๐๐ ๐๐๐๐๐๐๐๐ ๐๐๐๐๐๐ ๐๐๐๐ ๐๐๐๐๐๐ ๐ ๐๐๐๐ ๐๐๐๐๐๐๐๐.
Teams can support the direction.
They can understand the reason.
They can participate fully.
And still feel the cumulative strain of adjusting to new priorities, systems, processes, and expectations.
The challenge is that support for a change and exhaustion from change can exist at the same time.
What signals help you distinguish resistance to change from adaptation fatigue?
