Change is an unavoidable part of life, particularly in veterinary medicine, where new technologies, evolving client expectations and shifting workplace demands are constantly challenging us to adapt.

Yet, even when we know a change could improve our lives or careers, we often find ourselves resisting it. Perhaps you've considered taking on a leadership role but keep putting it off, or maybe you know you need better boundaries at work but struggle to say no.

Why do we resist change, even when it's something we genuinely want?

The answer often lies in our natural preference for familiarity, the beliefs we've developed about ourselves and the uncertainty that comes with stepping outside our comfort zones.

Why We Naturally Resist Change

Human beings find comfort in familiar routines and predictable environments. Even when our current circumstances aren't ideal, knowing what to expect can feel safer than facing something unfamiliar.

This tendency is known as status quo bias, our preference for maintaining things as they are rather than embracing change.

In veterinary practice, this might appear when a team is introduced to a new clinical protocol or a different way of working. Even if the change could improve efficiency or patient care, the initial response might be, "We've always done it this way."

Often, this resistance isn't about the change itself but the uncertainty surrounding it. We worry about making mistakes, losing control or discovering that we're not as capable as we thought. Recognising these concerns is the first step towards overcoming them.

The Three Stages We Go Through Before Change

Change rarely happens the moment we recognise something needs to improve. In Destination Vocation, we explore three common phases people experience before taking action: resistance, complaining and planning.

Resistance occurs when we don't fully accept that change is necessary. We might blame external circumstances or convince ourselves that things aren't really that bad. For example, someone struggling with their workload might focus entirely on management or staffing issues without considering what they could personally influence.

Complaining follows when we recognise that change may be necessary but remain uncomfortable with it. We might question why things need to be different or focus on the potential difficulties. For leaders, this is an important stage to recognise. Rather than immediately trying to persuade someone, acknowledging their concerns and asking questions can help them work through their uncertainty.

Planning is where progress begins. Instead of focusing on why something shouldn't happen, we start asking how it could happen. What support do we need? What steps should we take? When can we begin?

Understanding these stages helps us recognise where we are in the change process and what might help us move forward.

The Hidden Barriers That Keep Us Stuck

Beyond our natural resistance to uncertainty, several thinking patterns can make change particularly difficult.

Status quo bias encourages us to remain in familiar situations, even when they no longer support our goals. You might stay in a veterinary role that offers limited development simply because the thought of starting somewhere new feels uncomfortable.

Past-investment bias makes us feel obligated to continue down a particular path because of the time and effort we've already invested. For example, someone who has spent years training as a veterinarian might feel they must remain in clinical practice, even if their interests have changed. But previous decisions don't have to determine our entire future.

Confirmation bias causes us to focus on information that supports our existing beliefs. If you've convinced yourself that you're not suited to leadership, you might notice every mistake you make while overlooking the occasions when you've successfully supported colleagues or solved problems.

Recognising these patterns allows us to question whether our decisions are based on what we genuinely want or simply what feels familiar.

Why Feeling Safe Matters When Making Changes

We often assume that change is simply a matter of motivation. If someone wants something badly enough, surely they'll make it happen? But meaningful change also requires an environment where people feel supported enough to take risks, make mistakes and learn.

Consider a newly qualified veterinarian who wants to become more confident performing a procedure. They may be eager to develop their skills but hesitant because they're worried about making mistakes or being judged.

Simply telling them to be more confident won't solve the problem. They need appropriate training, supervision and constructive feedback to help them develop.

The goal isn't to remove every challenge. It's to create enough safety for people to face those challenges and grow through them.

Whether we're learning a new skill, changing careers or developing healthier habits, having the right support can make uncertainty feel far more manageable.

Small Changes Can Create Significant Progress

One reason change feels overwhelming is that we often imagine it as a complete transformation. We want to become more confident, improve our communication or develop stronger leadership skills, but these ambitions can feel enormous.

Rather than trying to change everything at once, start with one small action.

If you want to become more confident speaking up at work, contribute one idea during your next team meeting. If you're struggling with boundaries, begin by having one conversation about your workload. If you're considering a new career direction, speak with someone already working in that area.

Each small step provides an opportunity to learn and build confidence. Over time, these actions can create meaningful changes in how we think, behave and approach challenges.

Breaking Free from the Change Loop

Have you ever promised yourself that something would be different, only to find yourself repeating the same behaviours a few weeks later? Perhaps you've decided to manage your time better or stop taking work home. Initially, you're motivated, but everyday pressures interfere, and you fall back into familiar routines.

This is what we call the Change Loop. We recognise something needs to change, make a vague plan, encounter obstacles and return to our previous habits feeling frustrated.

Breaking this cycle requires more than good intentions. It starts with identifying one specific change, recognising what might get in the way and planning the support needed to follow through.

Instead of saying, "I need to manage my time better," you might commit to spending ten minutes at the beginning of each shift reviewing your priorities.

Small, realistic actions are often more sustainable than ambitious plans that don't account for everyday challenges.

Moving Forward Despite Uncertainty

Perhaps the most important thing to recognise about change is that uncertainty rarely disappears before we begin. We often tell ourselves that we'll take action once we feel ready, gain more experience or become more confident. But confidence frequently develops through experience, not before it.

Think about the first time you handled a difficult client conversation or performed an unfamiliar clinical task. It may have felt intimidating initially, but through preparation, support and practice, you gradually developed greater confidence.

The same principle applies to many of the changes we face throughout our careers.

You don't need to know exactly how everything will unfold before taking the first step. You need enough clarity to understand what you're working towards, appropriate support and a willingness to learn along the way.

Change Starts with Curiosity

Change can feel uncomfortable, frustrating and sometimes frightening, even when we know it could lead to something better. But understanding why we resist change allows us to approach it differently. Rather than judging ourselves for feeling hesitant, we can become curious about what's holding us back.

Instead of waiting until we feel completely ready, we can identify small actions that help us build confidence and move forward.

Change doesn't require the absence of fear. It requires the willingness to move forward despite uncertainty.

So, the next time you find yourself wanting something different but struggling to take action, ask yourself:

What's one small step I could take today that would move me closer to the change I want?

Sometimes, meaningful progress begins with that single decision.