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Change: Definition for textbooks vs. reality in the boardroom

Why „change“ is not a project, but a survival instinct.

The dictionary says: „to become different“. In business, change means: adapt or perish. Learn change management from those who have transformed corporations.

The scientific definition of change

General meaning

According to Duden, change means a Modification or alteration of an existing condition. This can happen on a small, individual scale as well as on a larger social or economic level.

Psychological definition

In psychology, change describes the process of personal, emotional or cognitive development. It can take place consciously or unconsciously and is often associated with learning processes or adaptations to new circumstances.

The psychologist Kurt Lewin developed the well-known Three-phase model of change:

  1. Unfreezing (defrosting) - The need for change is recognized.
  2. Moving (change) - New ways of thinking or acting are tried out.
  3. Refreezing (stabilizing) - The new behaviors are consolidated.

Change in the economy and in the Change management

In an economic context, change is often associated with Transformation, innovation or adaptation to market conditions equated. Companies must constantly evolve in order to remain competitive.

A well-known model is the ADKAR model, which describes five steps:

  • Awareness (creating awareness)
  • Desire (arouse desire for change)
  • Knowledge (imparting knowledge)
  • Ability (provide skills for implementation)
  • Reinforcement (reinforce change)

Why is change important?

Although many people are initially skeptical about change, it is essential for growth and progress. Here are some reasons why change is necessary:

  • Personal development: Without change, we would never learn new skills or develop further.
  • Innovation: In companies and societies, change leads to new ideas and technologies.
  • Adaptation to external circumstances: Climate change, digitalization and economic crises require constant adaptation.

The psychological reaction to change

Many people find change frightening. This is because our brain is programmed for safety and often perceives new situations as a risk. According to the Kubler-Ross model people often go through the following phases during major changes:

  1. Shock & denial - The change is not accepted.
  2. Anger & frustration - Resistance and fear arise.
  3. Negotiation - Attempts are made to avert or delay the change.
  4. Depression & resignation - The feeling of powerlessness dominates.
  5. Acceptance - The change is accepted and new opportunities are recognized.

👉 Executive Insight: Resistance is a sign of a lack of leadership. Those who do not communicate the meaning of change create fear. Those who create visions generate movement.

How can you successfully master change?

1. adapt mindset

A Growth Mindset helps to see change as an opportunity rather than a threat. Those who think flexibly are better able to adapt and learn from change.

2. set clear goals

The clearer your goals are, the easier it is to accept change as part of the growth process.

3. seek resources and support

Mentors, books or courses can help you to better prepare for change.

4. take small steps

Not every change needs to be implemented immediately. Gradual adjustments make the transition easier.

Conclusion: Change as a driver for progress

Change is inevitable - but also necessary. Those who understand it and actively shape it can use it to their advantage. Whether in your personal life, in the company or in society: change brings challenges, but also opportunities. Especially in our Coaching this is an issue.

Learn more about:
Definition of coaching
Meaning and definition of coaching
Life Coaching Frankfurt
Why coaching is booming
HR trends Personnel development

FAQ

Practical tips: How to get the most out of your coaching

The success of a coaching process depends largely on your own willingness and preparation. Before you start coaching, you should take the time to clearly formulate your goals. What exactly do you want to change? What specific results do you expect? The more precise your objectives, the more focused the coaching process can be.

Between the individual sessions, it is important to actively integrate the insights you have gained into your everyday life. Keep a coaching diary in which you record your progress, challenges and "aha" moments. This reflection reinforces the transfer effect and makes your personal development visible. Many of our clients report that the time between sessions is crucial for lasting change.

Be open to new perspectives and be prepared to question habitual thought patterns. A good coach will challenge you without overwhelming you. Trust the process, even if individual steps seem unfamiliar at first. The best results are achieved when you get involved in the collaboration and play an active role in shaping it. Our experience at Ihr Coaching Institut in Frankfurt has shown that clients who have this basic attitude achieve their goals much faster and more sustainably.

Scientific basis and effectiveness

The effectiveness of coaching has been proven by numerous scientific studies. A meta-analysis by the International Coach Federation shows that 80% of coached individuals experience a significant improvement in their self-efficacy. Other studies show positive effects on stress reduction, decision-making quality and interpersonal communication.

Research provides impressive results, particularly in the area of leadership development. A study by the Manchester Consulting Group showed an average return on investment of 5.7 times the coaching budget invested. The improvements were reflected in increased productivity, higher employee satisfaction and improved working relationships.

Neurobiological research explains why coaching is so effective: new neuronal connections are formed in the brain through targeted reflection and new experiences of action. This process, known as neuroplasticity, enables lasting changes in behavior. At Ihr Coaching Institut, we work exclusively with evidence-based methods that put these scientific findings into practice. Our certified coaches combine sound specialist knowledge with many years of practical experience.

What is the right definition of change?

Change is the transition from one state to another - be it in thinking, feeling, behavior, system or environment. It can be brought about consciously or triggered from outside.

What does change also mean?

Change can also mean growth, adaptation, transformation or change - depending on the context. It is a natural part of life and often the first step towards something new.

What is the other meaning of change?

In addition to the external meaning (e.g. relocation, job change), change also means an internal transformation: e.g. a new mindset, changed values or emotional maturity.

Are change and development the same thing?

Not quite.
Change is often short-term and can be positive or negative.
Development is a targeted, sustainable improvement over time. Every development involves change - but not every change is a development.

What is a change?

A change is a departure from the familiar - whether in small steps or as a radical cut. It affects our thoughts, actions, environment or life course.

What does change mean for a person?

Change is both a challenge and an opportunity. It brings uncertainty, but also growth. For many, it is an emotional process that requires courage, openness and reflection.

What is change in philosophy?

In philosophy, change describes the transformation of being - e.g. Aristotle as the transition from the possible to the real or Heraclitus as a constant flow: „Everything flows.“

What does significant change mean?

A significant change affects the core or structure of a person, system or process. It is far-reaching and has long-term effects - e.g. a change of perspective or a change of identity.

What is the difference between changing and changing?

Change = focus on inner change (e.g. attitudes, behavior)
Change = can also affect external things (e.g. the environment, processes)
In everyday life, the two terms are often used interchangeably.

What types of changes are there?

Inner changes - thinking, values, feelings
External changes - job, relationship, place of residence
Planned changes - goals, routines
Unforeseen changes - illness, separation
Individual vs. collective changes (e.g. society)

Why is change so difficult?

Because our brain prefers security and habit. Change requires energy, effort and uncertainty. In addition, old patterns and fears such as loss of control or fear of failure often take hold.

What triggers change?

Crises or suffering
New goals, wishes or values
Inspiration from others
Feedback or insights
Coincidences or external circumstances
Change often begins when the pain of the status quo becomes greater than the fear of the new.

About the author

Tim S. Tabrizi is the founder and managing director of Ihr Coaching Institut (Frankfurt). Certified Executive Coach (ICF, DBVC) with over 15 years of experience. 35 coaches throughout Germany. LinkedIn profile | Your coaching institute on LinkedIn | Author page →

Author: Tim S. Tabrizi, founder of ICI Frankfurt.

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