Change is a fundamental aspect of life, both in our personal journeys and within the broader societal and organizational contexts. While the adage "change is constant" is undeniably true, there is a misconception that we must simply embrace and adopt it whenever it presents itself. However, the simple notion of unquestioningly adopting change can be misleading and even detrimental. Not all change is created equal. While change is constant and forever, and while some changes must be adopted, the truth is that some changes should be emphatically resisted.

To begin, let's establish a clear understanding of what change encompasses. Change can manifest in various forms, ranging from shifts in beliefs, attitudes, and relationships to alterations in technology, weather patterns, and geopolitical dynamics. These transformations can occur suddenly or gradually, and their impact can vary significantly among individuals, organizations, and society at large. One can note the emotional elements of each of these.

One crucial factor in assessing change is perception. What may be considered positive or beneficial to one person or group might be viewed as negative or detrimental by another. This inherent subjectivity underscores the complexity of change. However, this understanding also allows us to not only navigate change but also helps us understand why some might overtly resist it.

Often, change is systemic and sometimes somewhat paradoxical. This is to say that we might not always fully appreciate the impact that a change can have, and we may not appreciate the hardships that result from positive change. Similarly, we may not have considered the unintended consequences of adopting seemingly positive but detrimental change. Greater consideration must be had.

Change is not simply divided into good and bad; it often blurs these lines and provides contrasting starting and ending points. Take, for example, a scenario where a dam is constructed upstream to generate clean energy. While it may benefit the region economically, it negatively impacts downstream communities that rely on the river. Similarly, a company's restructuring, though initially detrimental to the organization’s reputation and some employees' lives, can ultimately lead to increased competitiveness, sustainability, and perhaps greater employment opportunities.

As alluded to previously, sometimes, change can present hardships that are beneficial and comforts that are detrimental. Consider a diabetic and obese individual adopting a strict and responsible health program. The initial discomfort of the program will likely feel negative or painful, but the long-term benefits are undeniably positive. The same is true with seemingly positive change that ends badly. Continuing the health analogy, one might adopt an extreme weight loss program, which leads to rapid results and a sense of accomplishment. However, such crash diets typically result in greater weight gain and can be detrimental to one's physical and mental health in the long run. Of course, the resulting nutritional deficiencies, eating disorders, and weight gain contort perceptions of the effort and benefit and can derail further efforts. 

These examples merely illustrate the concept that the immediate feelings associated with change do not always align with its ultimate result. Once again, we can note the deception of our emotional compass and the seemingly paradoxical nature of the change itself. The lesson here is that the measures we use are critical if outcomes matter.

A related warning is that short-term gains might be attractive, but they are often deceptive and allow people to convince themselves that they have made the right decision and are heading in the right direction when they are not. In other words, these quick fixes may offer immediate emotional gratification, but they often steer people away from their ultimate goals. Get-rich-quick schemes, credit card abuse, and substance abuse are great examples of this concept. It's essential to discern between short-term satisfaction and long-term fulfillment, always prioritizing the latter.

Emotions play a significant role in how we perceive change. However, many times, those emotions are inaccurate. Emotional reactions, especially during the onset of change, can cloud judgment and lead to impulsive, short-term decisions and contorted perceptions. This is to say that emotionally driven choices often focus narrowly on immediate feelings, neglecting the broader context and the perspectives of others or the long-term benefit of the change itself. Similarly, strong emotions can lead to overconfidence regarding our initial feelings, causing individuals to disregard any actual long-term benefits and alternative viewpoints (options) altogether.

It is critical to understand that emotions are often inconsistent and can fluctuate wildly. An example here might be the irritability and short tempers we experience during the onset of hunger. This reality might make us lash out when we might not have otherwise or even lead us to make poor decisions at the grocery store. These are merely examples that demonstrate that making decisions based on emotions should be seen as unreliable.

Social pressure further complicates emotional responses, as individuals may choose to conform rather than rationally evaluate the situation. Simultaneously, the emotional individual may ignore the detriment or benefit of a particular change or even disregard the long-term vision entirely. Again, basing decisions solely on emotions is ill-advised, particularly when facing change.

With these ideas in mind, we can confidently know that there are some changes you should adopt and some you should resist. To determine whether a change should be embraced or resisted, we must differentiate between beneficial and detrimental change rather than simply relying on our positive or negative perceptions. Beneficial change aligns with long-term goals and visions, enhancing efficiency, effectiveness, competitiveness, or overall well-being. Detrimental change deviates from the established vision and often results from poor analysis or mismanagement. However, it is essential to understand that the journey to either beneficial or detrimental change can be either comfortable or uncomfortable.

Measuring change against the long-term vision is the key to deciding whether to adopt or resist it. If the change advances the vision, even if it entails short-term discomfort, it should be embraced. Conversely, if the change jeopardizes the long-term vision, it should probably be resisted. However, this requires having a long-term vision in the first place and having a strong understanding of what that journey might look like. Without an established vision and an understanding of that vision, any change can be problematic and will likely be resisted because the reason for that change will not be well understood or be deemed weak.

Similarly, if the long-term vision has changed or needs to change, the new vision must be simple and solid, and the organization or group must have an understanding and consensus on that alteration. Ideally, the group should have some say in the alteration. Understand that having a vision that the group agrees upon allows for the easier adoption of change and helps individuals navigate obstacles in the absence of immediate direction.

One way to navigate these complexities is through strategic questioning. To do this, you must first associate "vision" with the ultimate destination or "success." Then, ask: "Does this change ultimately get us closer to or pull us further away from the vision?" The answer to this question helps to inform the adoption or resistance decision.

Strategic navigation is paramount. Like many things in leadership, change has paradoxical elements that must be considered. Emotions are powerful, which is why we should keep them in check. Specifically, emotions should not be the sole drivers of our decisions, especially regarding change initiatives. By classifying change as beneficial or detrimental (instead of positive or negative) and measuring the change against our long-term visions, we can make informed decisions that lead to optimal outcomes. Remember, it's not about feelings or being right; it's about being accurate and staying committed to your long-term vision, even when change feels challenging.