How Does Your Team Respond to Change?
In his 1970 book Future Shock, Alvin Toffler identifies four ways people respond to our ever-changing world:
Deny that change is occurring.
We may get frustrated that things aren’t like they were in “the good ol’ days.” In the workplace, this can look like denying that some employees are more productive working remotely, some or all of the time. Instead, we might insist everyone return to the office and stay late, regardless of actual performance.
Give up.
This is the quiet quitting mentality—opting out, coasting, or simply checking the boxes. Toffler pointed this out over 50 years ago and it is still relevant today. Building a Remarkable future becomes nearly impossible when giving up becomes the cultural norm for even part of the team.
Fight for control.
This isn’t the productive kind of control where we strive to improve. It’s the reactive, fear-based response—what we might call an “amygdala hijack.” Faced with change, we lash out, fight to maintain the status quo, and resist the new reality with everything we’ve got.
Respond.
This is the only constructive choice in an ever-changing world. Toffler’s model reminds us that event + response = outcome, and the only part we control is our response. A culture that embraces this equation is one equipped for long-term success.
To be Remarkable in today’s world, an organization must build a culture where positive, proactive response is the default. It’s not about perfect reactions—it's about normalizing flexibility, resilience, and growth.
Three Questions to Consider:
What is your company’s culture around change?
How are you embracing change and responding in a positive manner?
What change is coming at you right now where positive, proactive preparation is absolutely essential?
If you and your team are struggling to respond to change in a productive way, let’s talk. We’d love to help you chart a better course forward. Send me an email at brett@b3remarkable.com.
