What helps against fear of failure in times of change

A few days ago, after my presentation "Letting Go is the New Taking Charge!", a woman from the audience came up to me at the edge of the stage and said, "Yes, Mrs. Fritze, the fear of change is one thing. But what about the fear of failure during change? What if I feel like I can't meet the new demands placed on me?" Well, that point is absolutely valid, of course. When the company changes and new tasks come your way - it quickly becomes not just about abstract fears, but very concrete fear of failure. Overwhelmed by new expectations? For example, I recently coached an experienced manager. The lady was around 50. Throughout her leadership career, she always had a clear understanding of her role. "I was responsible for controlling my team. Making sure the results were right and everything went according to plan." But now, the leadership culture in her company was suddenly changing. And my client was no longer supposed to be a controller, but a coach. A huge difference! What's interesting in this case is that my client wasn't resisting the change. She told me, "I think it's absolutely right that the leadership role is being redefined. But I don't know how to fulfill the new role. I've learned for years how to control and make decisions well. Now I'm suddenly supposed to empower my people to decide for themselves and take responsibility... Sounds good, but how do I do that?!"

Change doesn't happen at the push of a button!

In other words, the lady had a fear of failure. Because she didn't know how to master the new challenge. And because she also felt that her previous role was suddenly no longer desired. The result was a feeling of being overwhelmed. Outwardly, this unfortunately gave the impression that the leader was intentionally continuing as before. When in reality, she simply didn't know any better! This example shows: we can wish for people to change. But they don't do it at the push of a button. On the contrary - if it has to happen too quickly, fear and paralysis quickly follow. That's why it's so important to support people in times of change, engage in dialogue with them, develop them further, and provide them with concrete tools to guide them in the desired direction.

Breaking out of the paralysis with small steps

These can also be very pragmatic, small steps. In the case of the manager, for example, we agreed that she would simply ask her team what they wished for from her as a leader. This led to a conversation about her role and the mutual interaction in everyday life. This was helpful. This way, my client could better understand how she could live her role in a way that truly benefits her team. And then, step by step, try it out.