Why Some People Struggle with Change (Even When They Say They Don’t)
Change is a universal constant, yet people’s ability to adapt to it varies widely. Some openly resist it, while others claim to embrace it—only to find themselves stuck in old habits when the time comes for action. This paradox reveals a deep psychological phenomenon: implicit resistance to change. Even those who explicitly endorse adaptability may unknowingly exhibit behaviors that hinder transformation.
At the heart of this struggle lies the concept of implicit openness—the subconscious, automatic response to novelty and uncertainty. Unlike explicit attitudes, which are consciously expressed and aligned with personal beliefs or social expectations, implicit attitudes operate beneath the surface, often contradicting one's stated intentions. Tools like Openmind have made it possible to measure these hidden biases, revealing why some people say they welcome change but behave as if they don’t.
The Science of Openness and Resistance
Openness to experience, one of the Big Five personality traits, reflects curiosity, creativity, and a willingness to explore the unknown. Explicitly open individuals consciously value these qualities, but their implicit openness—their automatic, gut-level reaction to change—might tell a different story.
Research suggests that implicit attitudes are shaped by past experiences, cultural conditioning, and deep-seated survival mechanisms. When individuals encounter change, their brains assess potential risks before they are even aware of it. This process can result in cognitive dissonance: the clash between how we think we should respond to change and how we actually feel about it at a subconscious level.
For example, someone may say they love new ideas and innovation but find themselves clinging to familiar routines or resisting new workplace technologies. This discrepancy arises because their explicit belief in change conflicts with an implicit fear of instability or failure.
Why Do We Resist Change?
Even those who advocate for adaptability can unknowingly resist change. The reasons for this are rooted in both psychological and neurological factors:
1. Cognitive Load and Comfort Zones
The human brain prefers efficiency. Change requires mental effort—adjusting habits, learning new skills, and confronting uncertainty. The comfort zone is called that for a reason: it minimizes cognitive load and allows the brain to operate on autopilot.
2. Fear of Failure
Change often involves risk. People who explicitly see themselves as open to new experiences may still have implicit anxieties about failure. They may hesitate to act on change because their subconscious associates new challenges with the possibility of making mistakes or losing control.
3. Social and Cultural Conditioning
Many people internalize societal norms that discourage risk-taking. If someone grows up in an environment where stability is prioritized, they may unconsciously perceive change as dangerous—even if they consciously believe they embrace new experiences.
4. Loss Aversion
Behavioral economists have shown that people fear losses more than they value gains. Change often requires sacrificing something—whether it's a familiar process, an old mindset, or a longstanding belief. This loss aversion can lead to subconscious resistance, even in those who claim to be progressive and adaptable.
The Openmind Approach: Measuring Implicit vs. Explicit Change Readiness
Traditional personality assessments focus on self-reported traits, which capture explicit attitudes—what people consciously believe about themselves. However, Openmind goes further by measuring implicit attitudes, revealing subconscious biases that shape real-world behavior.
For instance, an Openmind assessment might ask a participant to rate their willingness to embrace change. Their explicit score might be high, indicating a strong belief in adaptability. However, their implicit score—measured through reaction times and subconscious associations—might show hesitation.
This discrepancy can provide valuable insights. If someone’s implicit resistance is significantly stronger than their explicit openness, it suggests that their stated beliefs do not align with their automatic reactions. Understanding this gap allows individuals to address their hidden biases and develop genuine adaptability strategies.
Overcoming Implicit Resistance to Change
Once individuals recognize their implicit resistance, they can take steps to align their conscious and subconscious responses:
1. Self-Reflection Through Data
Tools like Openmind provide a mirror to the mind, allowing individuals to see where their unconscious biases diverge from their explicit beliefs. By acknowledging their hidden resistance, they can start making conscious efforts to adjust their behaviors.
2. Gradual Exposure to Change
One way to overcome implicit resistance is through small, incremental changes. Instead of making drastic shifts, individuals can ease into new experiences—helping their subconscious mind reframe change as safe and manageable.
3. Cognitive Reframing
People can train their brains to see change as an opportunity rather than a threat. Instead of focusing on potential failure, they can reframe change as a learning experience.
4. Mindfulness and Emotional Regulation
Implicit resistance is often driven by subconscious emotional responses. Mindfulness techniques, such as meditation and journaling, help individuals become more aware of their automatic reactions and develop a more conscious, rational response to change.
5. Encouraging Psychological Safety
In workplaces, leaders can help employees embrace change by creating an environment where failure is seen as part of growth rather than a threat. When people feel psychologically safe, their implicit fear of change decreases, making them more likely to adopt new behaviors.
The Future of Measuring and Managing Change Readiness
As more organizations and individuals seek to navigate an era of rapid transformation, understanding why some people struggle with change—even when they claim they don’t—becomes essential. Implicit psychometrics, like those used by Openmind, offer a revolutionary way to assess, predict, and improve change readiness.
By uncovering hidden biases and aligning implicit and explicit attitudes, people can truly become more adaptable—not just in words, but in action.