Normalizing Change in organization: Turning Uncertainty into Opportunity

Message from BCC’s Co-Owner, Brooke Sena, LMFT, MBA

As both a consultant and a therapist, I help people navigate change all the time. One of the most powerful tools I’ve found, whether I’m working with individuals or organizations, is simply normalizing the experience. So often, we feel like we’re the only ones struggling, or that something must be wrong with us. In therapy, I’ve seen how validating a client’s experience can immediately reduce anxiety and feelings of isolation. Just knowing that what you're going through is “normal” can be incredibly helpful.

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Normalizing Change in Organizations—So Why Does It Feel So Hard?

In today’s world, organizations are in a near-constant state of change. Whether it’s business growth, restructuring, new technologies, or shifting markets, leaders and teams are constantly adjusting to new realities.

But here’s the truth: change isn’t the enemy. The discomfort that comes with change is often a natural reaction, not a reflection of failure. When leaders acknowledge this, they build trust, stability, and resilience within their teams.

The problem comes when change is treated as an “event” instead of a normal part of growth. That mindset creates resistance, fear, and burnout. By contrast, when change is expected and discussed openly, people stop bracing for impact and start leaning into new possibilities.

A Personal Reminder: Even Good Change Feels Uncomfortable

On a personal note, I recently found myself in the middle of a small but impactful change, my husband and I are remodeling my home office. For a few weeks, I’ve been working from a temporary setup. I didn’t expect it to throw me off as much as it did. My usual routines were disrupted, and I felt unsettled.

Then I reminded myself: This is temporary. This is part of the process. Shifting my mindset allowed me to not only adapt but also get excited about the end result. It was a powerful reminder that even positive change can feel uncomfortable and that’s completely normal.

Reframing Change as Growth

Whether you’re leading a team or navigating a personal transition, here’s the key takeaway: change is not a sign of failure. It’s a sign of progress.

By normalizing change in organizations and the ups and downs that come with transitions, you allow yourself and others to approach change with curiosity instead of fear. This opens the door to innovation, creativity, and long-term success.