Express genuine understanding of specific concerns rather than dismissing or minimizing them: “I understand why you’re concerned about changing healthcare providers given your complex medical history.” This validation shows you’re taking their perspective seriously rather than seeing resistance as irrational.
Address specific worries with concrete plans rather than general reassurance. For example, “Let’s make a list of questions to ask the new doctor to ensure continuity of care” creates actionable steps to address legitimate concerns rather than just saying “It will be fine.”
Remind them of relevant strengths, past successes with adaptation, or available support systems: “You navigated that job change successfully last year” or “Remember that Sarah can help with the technical aspects.” This approach acknowledges challenges while reinforcing capabilities for meeting them.
These techniques work because they honor the complex reality that change involves both legitimate risks and potential benefits. Many people experiencing Fear of Change feel that others trivialize their concerns or push for change without understanding potential downsides. By validating specific concerns while collaboratively addressing them, you create space for both emotional safety and growth.
Remember Boundaries
Some changes may indeed involve significant downsides, and not all resistance is irrational. The goal is supporting beneficial adaptation where appropriate, not insisting on change regardless of legitimate concerns.
See also: Understanding the Drive For: Fear of Change and Tip: Building Confidence Through Small Steps
