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Change

Writer's picture: Contributing WriterContributing Writer
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Today is inauguration day. Since crystal balls don't exist, nobody can credibly forecast what the next several years will look like. One thing that is certain is that there will be change.


Change is a pesky little thing and whether viewed as positive or negative, it often brings challenges that extend beyond the surface.


One significant reason is the redefinition of identity. People frequently connect their sense of self to their roles within institutions, communities, or broader cultural contexts. A leadership transition can signal a shift in a nation’s narrative, prompting individuals to reevaluate their place in the evolving environment. For some, this can feel like a threat to long-held views or traditions, sparking a defensive need to reaffirm their identity. This reaction can lead to anxiety and tension, particularly within social groups that share beliefs but disagree about the best course forward. Such identity conflicts complicate communication, making it harder for individuals to navigate change constructively.


Even when change is perceived as positive, it often involves the loss of familiar routines or symbols. A promotion, for example, might bring excitement but also require leaving behind a close-knit team or a comforting work environment. On a national scale, a leadership transition may introduce new ideas and opportunities, but it can also mean the end of cherished customs or leadership styles that once felt stable. Research published in Psychology of Society suggests that these shifts often lead to a subtle form of grief. This grief doesn’t always present as sadness; it can manifest as irritability, resistance, or skepticism. These emotions may not be consciously tied to the change itself but stem from the underlying discomfort of letting go of the familiar.


Trust also plays a crucial role in how people respond to change. Whether the shift is viewed positively or negatively, uncertainty about its outcomes can undermine confidence. People often wonder if new leadership or policies will truly align with their values or meet their needs. They may question whether their interests will be represented fairly. Without trust, the mental burden of adaptation increases, amplifying feelings of insecurity and, in some cases, fostering cynicism.


Positive changes can also bring unforeseen stress. Opportunities that require significant adjustments, such as adoption of new national policies demand effort and adaptation. Learning new systems, developing trust, and building new connections require cognitive and emotional energy. Even when the outcome is favorable, the process can be exhausting, which explains why some people feel overwhelmed despite their optimism.


These dynamics have far-reaching implications for mental health and well-being. Prolonged stress, identity tension, and uncertainty about the future can contribute to anxiety, irritability, and fatigue. When multiple changes occur simultaneously, such as economic fluctuations alongside political shifts, the cumulative effects can intensify these struggles, making it harder for individuals to regain equilibrium.


Recognizing these deeper challenges allows for a more balanced approach to change. By understanding the interplay of identity, loss, trust, and effort, communities can foster compassion and resilience during transitions. Acknowledging that both positive and negative changes come with difficulties can help individuals adapt more effectively and support each other through periods of transformation.

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