If you know me, you know that I thrive on creating change. Change is inevitable — the real choice is whether we become active participants or remain passive passengers. And those who choose passivity often end up feeling stuck or victimized when life takes an unexpected turn.

People often say, “Life doesn’t always go as planned.” But I would go even further: life can’t be fully planned in the first place. It’s a process of personal evolution and a journey where each step reveals something new. Sometimes, we don’t even know a door exists until we’re standing in front of it. And even then, we have no idea what lies beyond. So, how can we possibly plan for a future when so much of it is beyond our current awareness?

But somewhere in human history, we’ve been taught that change is dangerous — a disruption to the social order that threatens stability. Societies often prioritize conformity and tradition, reinforcing the idea that change (deviation from the norm) is risky (Berger & Luckmann, 1966). 

In reality, change fuels progress and innovation across all levels of society (Giddens, 1991).

In this article, I will dive into aspects of personal, social, and organizational change and how we can embrace change and actively participate in creating transformation. 

The connection between knowledge and change. 

Progress and innovation are at the core of change. As we get older, we gain more knowledge and understanding on a personal level. As a society, we accumulate knowledge through collaboration, the exchange of diverse ideas, and research (Nonaka, I., & Takeuchi, H. (1995).

All meaningful progress and transformation are achieved through the pursuit and application of knowledge. As the saying goes, “Knowledge is power.” In my experience, this doesn’t refer to the power to impose ideas on others. Rather, the true power of knowledge lies in its ability to foster resilience, clarity, and a deeper sense of inner calm (Zimmerman, 1995).

This sense of inner strength becomes the foundation for a fulfilling life. Perhaps that’s what ancient philosophies referred to as enlightenment. With knowledge also comes the awareness of what we don’t yet know — and what lies beyond our control. True knowledge, in my view, consists of two essential elements: understanding and feeling. It is the intersection between our logical mind and emotional senses that gives rise to wisdom (Salami, 2020; Freire, 1970).

This integrated form of knowledge holds personal power. It allows us to navigate life with greater ease, embracing change rather than fearing it (Mezirow, 1991).

What does change mean? 

Change simply means that something or someone becomes different from what it or they were before. 

The reason we often fear change is that our brain prefers predictability. It takes less energy to operate based on what we know instead of having to figure out something new (Kahneman, 2011). 

Sociological View on Change

Sociologically, change is seen as a fundamental aspect of society. Thinkers like Émile Durkheim and Max Weber viewed social change as both inevitable and necessary — a reflection of shifts in collective consciousness, institutions, and power structures. For Anthony Giddens, change is not just part of society. It is the defining condition of modernity itself. He argued that “modern societies are inherently dynamic” and that “change is the very condition of their existence” (Giddens, 1991).

Thomas Jefferson wrote: “I am not an advocate for frequent changes in laws and constitutions, but laws and institutions must go hand in hand with the progress of the human mind. As that becomes more developed, more enlightened, as new discoveries are made, new truths discovered and manners and opinions change, with the change of circumstances, institutions must advance also to keep pace with the times.” 

Psychological View on Change

From a psychological perspective, change becomes more personal. It is not just about transforming systems, but also about transforming the self. Carl Rogers, one of the founders of humanistic psychology, believed that personal growth depends on our willingness to change. Embracing uncertainty enables us to reach our full potential. Change, in this sense, is the key to self-actualization. 

When we feel self-actualized, we feel content (Maslow, 1943). 

In positive psychology, change is viewed through the lens of strengths, resilience, and flourishing. Martin Seligman emphasized that lasting well-being comes not from avoiding change but from learning to adapt to it with optimism and agency. Positive change — even when triggered by challenges — can lead to increased life satisfaction, a stronger sense of meaning, and emotional resilience (Seligman, 2011).

Change is not something to resist — it is something we need to engage with consciously. Whether in our communities or within ourselves, change is the mechanism through which growth becomes possible.

How to enjoy change?

“Change itself isn’t good or bad — it’s what we do with it that matters.” 

Enjoying change starts with shifting your perspective from fear to curiosity. It is as simple as that, and you won’t be able to convince me otherwise ??. 

In my experience, how you approach change is a matter of perspective. You can choose to see every obstacle as a problem, or you can choose to see it as an opportunity. Instead of seeing change as something to survive, you can approach it as an opportunity to grow, discover, and reinvent. Psychological flexibility is your ability to adapt to shifting demands and mental states. 

Did you know that this is a key predictor of well-being (Kashdan & Rottenberg, 2010).

Cultivating this flexibility means staying open to new experiences, even when they feel uncomfortable. One powerful mindset shift is to reframe uncertainty as potential: What new skills, people, or insights might this change bring into your life? 

Practicing gratitude, even for small signs of progress, rewires your brain to associate change with reward. Ultimately, enjoying change doesn’t mean avoiding discomfort — it means embracing it with a sense of purpose, trust, and playfulness. The more we engage with change on our own terms, the more it becomes a creative force rather than a disruptive one.

Journey of Transformation 

I believe that comfort is a slow death. Comfort feels nice, it feels safe, and we can easily confuse it with having reached a permanent state of flourishing. Martin Seligman (2011) distinguishes flourishing as a dynamic process involving growth and engagement, from comfort and safety. He highlights that comfort can be mistaken for well-being, but true flourishing requires stepping outside of your comfort. 

Psychological flexibility is essential for your ability to adapt and embrace change, it is also necessary for well-being. However, psychological safety doesn’t mean that you stay in your comfort zone, which, on the contrary, symbolizes stagnation (Kashdan & Rottenberg, 2010). 

Psychological safety refers to the internalized sense of security that allows you to explore new ideas and reflect honestly on your experiences without the fear of self-judgment or internalized shame. It is the key to your ability to take risks, make mistakes, and challenge your own beliefs. It also enables you to foster resilience, adaptability, and authentic self-development. 

Research by Amy Edmondson (1999) has shown that psychological safety, whether it is internally or externally created, fosters learning, growth, and the development of confidence by enabling people to express themselves without fear of negative consequences. 

Change is at the core of flourishing. It refers to the constant dynamic that accompanies flourishing. 

The Psychology of Personal Change and Happiness

As humans, we are in constant pursuit of happiness. Often confusing happiness as a goal instead of a process. Psychological research has shown that personal growth and well-being are a dynamic process shaped by our mindset and actions. This is why personal change is closely tied to the pursuit of happiness. Personal growth, positive thinking, and a growth-oriented mindset are significant factors of happiness, increasing life satisfaction and emotional well-being across diverse cultures and age groups (Singh et al., 2023). 

Other research has also found that engaging intentionally in activities, such as performing acts of kindness and expressing gratitude, can significantly increase the experience of happiness by promoting positive emotions, as well as, personal development. 

And, personal development increases overall life satisfaction (Chang, 2020).  

Takeaways

I hope that this article has shown you that embracing change is essential for you to feel fulfilled. When we choose to engage with change actively, we unlock new skills and strengths. We foster resilience and adaptability, and directly contribute to society at large by promoting innovation and growth. Our life becomes more meaningful when we actively contribute to the betterment of our communities and the people around us. Research shows that positive personal transformation often inspires broader societal transformation, as shifts in individual attitudes, behaviors, and well-being ripple outward to influence collective action and create systemic progress (Vestergren et al., 2018).   

Somehow many of us have been taught that uncertainty is something to fear, not explore. This belief is deeply rooted in our evolutionary wiring, where survival often depended on predictability and routine. Our brains are designed to minimize risk, which is why unfamiliar situations can trigger a threat response, even when they hold the potential for growth (Kahneman, 2011). 

But comfort is the opposite of positive impact. It not only prevents you from truly flourishing in life, but it also prevents you from being part of meaningful change. The question you are left with is: What kind of change do you want to contribute to?

References

Abraham Maslow (1943). “A Theory of Human Motivation”—Maslow introduces the hierarchy of needs, with self-actualization at the top, describing it as a state associated with psychological well-being and contentment. Read online

Berger, P. L., & Luckmann, T. (1966). The Social Construction of Reality: A Treatise in the Sociology of Knowledge. Anchor Books.

Chang, E. C.-H. (2020). Is personal growth initiative associated with later life satisfaction in Chinese college students?: A 15-week prospective analysis. Asian Journal of Social Psychology, 23(1), 86–90. Link

Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350–383. Link

Freire, P. (1970). Pedagogy of the Oppressed. New York: Herder and Herder. Archive.org

Giddens, A. (1991). Modernity and Self-Identity: Self and Society in the Late Modern Age. Stanford University Press.

Kahneman, D. (2011). Thinking, Fast and Slow. Farrar, Straus and Giroux.

Kashdan, T. B., & Rottenberg, J. (2010). Psychological flexibility as a fundamental aspect of health. Clinical Psychology Review, 30(7), 865-878. Link

Lyubomirsky, S., Sheldon, K. M., & Schkade, D. (2005). Pursuing happiness: The architecture of sustainable change. Review of General Psychology, 9(2), 111–131. Link

Mezirow, J. (1991). Transformative Dimensions of Adult Learning. San Francisco: Jossey-Bass.

Nonaka, I., & Takeuchi, H. (1995). The Knowledge-Creating Company: How Japanese Companies Create the Dynamics of Innovation. New York: Oxford University Press.

Rogers, C. R. (1961). On Becoming a Person: A Therapist’s View of Psychotherapy. Houghton Mifflin.

Salami, M. (2020). Sensuous knowledge: A Black feminist approach for everyone. Amistad.

Schneider, Pierson, & Bugental (2015). The Handbook of Humanistic Psychology—This work further explores self-actualization as a state of fulfillment and contentment within humanistic psychology. Link

Seligman, M. E. P. (2011). Flourish: A Visionary New Understanding of Happiness and Well-being. Free Press.

Singh, S., Kshtriya, S., & Valk, R. (2023). Health, Hope, and Harmony: A Systematic Review of the Determinants of Happiness across Cultures and Countries. International Journal of Environmental Research and Public Health, 20(4), 3306. https://doi.org/10.3390/ijerph20043306

Vestergren, S., Drury, J., & Chiriac, E. H. (2018). How collective action produces psychological change and how that change endures over time: A case study of an environmental campaign. The British Journal of Social Psychology, 57(4), 855–877. https://doi.org/10.1111/bjso.12270

Zimmerman, B. J. (1995). Self-efficacy and educational development. In A. Bandura (Ed.), Self-Efficacy in Changing Societies (pp. 202–231). Cambridge University Press.