The key word here is “feel”, because successfully implementing and navigating change is all about emotion. The psychological examples given here all have a strong cognitive feel to them, but the obstacles to adopting change are always emotion based. Fear, of course, is primary. They say don’t fear change, but that’s really only plausible when one is directing the change, not when it’s happening to you. Even then, maybe you should fear change. When the company I worked for was bought by another company, our HR team was highly involved in directing the “change management” process. Eighteen months later they had all been replaced. Yikes! Change processes that neglect the emotional impact of the perceived effects of change will usually fail in some way. The aforementioned company that purchased the company I worked for just pushed their way onto the employees and lost numerous talented individuals. That seems like a failure to me.