Tag Archives: acceptance of change

Random thoughts – keeping you on your toes

Constant Change

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In the past I have posted about the constancy of change.  It is unavoidable.  One second of life contains changes albeit small and perhaps not quantifiable, something occurs in every moment. 

Quantifiable change may occur with a small frequency and the pace of definable changes varies by individual, however, one piece of wisdom is always true. 

Embrace the Change

Embracing change is the most likely path to greatness.  Ignoring or even worse resisting the change usually has poor outcomes.  In some cases ignoring or resisting can minimize the impact on you but this is not necessarily a good outcome.

Letting the change pass by without hopping on board my not harm you but the opportunity for achievement is likely lost.  Embracing the concept of change, it will occur and resistance is futile, allows you some element of control. 

Carpe Diem

Taking a little license with the latin phrase which translates to  “seize the day”  I would recommend we seize the opportunity for change, make it our own and use it to better ourselves.  

We are embedded in the constant stream of change that is occurring both around us and directly impacting us.  Often though,  we don’t notice the volume of changes except when we pause and consider the past.  

Increasing your conscious awareness of the creeping changes around you gives you an opportunity to leverage them to your advantage.  Additionally you can integrate your own changes into the flow.  

So, seize the moment, make the change

Random thoughts – keeping you on your toes

I need a champion

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In my experience,  in order to succeed with a major change, a senior level champion with a high degree of granted power is a must.

By  major change I mean something that includes some aspect of cultural modification.  For example a re-organization or systemic process revamping.

Why a champion

Change always includes some level of resistance.  Depending on the nature of the change, the ferocity of the resistance will vary but it is always present to some degree.

Without a strong supporter, with a granted power base, it is unlikely, perhaps inevitable for the change to fail.  The resisters leverage the lack

A strong champion does not guarantee success but in my experience lack of a strong champion (change sponsor) guarantees failure.  Without some senior level of granted or organizational power, which those affected by the change recognize as such, the change is doomed.

Change Facilitator/Manager

If you embark on the process of leading, managing or facilitating a change the first and most important step is to confirm the champions committment.

If you are not sure the driving force, the sponsor/champion is going to step up and fly the flag with you when the going gets rough, maybe it’s best to avoid the assignment.

Do you really need the frustration that accompanies weak support? Few will appreciate or thank you for your efforts and if the sponsor/ champion is not fully invested in making the change successful they won’t thank you either.

Random thoughts – keeping you on your toes

Open or Boxed

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Resistance to change is a natural behaviour.  The risk of the unknown is a key factor, creating fear and resistance.  There is a comfort in knowing how to behave based on past experience.

Many people “box” their day to day existence.  Surrounded by the familiar they can relax.  Adventures in travel and other activities can be controled and risk of the unknown minimized.

Embracing Change

Accepting change fits the standard risk reward model.  Typically the greater the risk, the greater the reward.  Not being too bothered by change can be very satisfying.

Unfortunately the changes could also have negative results.  Embracing change therefore, is not always the best approach.  Like most things striking a balance between resistance and acceptance is probably the best approach.

Staying in the Box

Typically routine is relaxing and while it may have some boring aspects, your basic needs can probably be well satisfied.  For example get-up, get on the bus, take the 9:15 to city, work all day for some pay and so on  (I think theres a song in there somewhere).

Entrepreneurs and senior leaders behaviours typically burst out of the boxes walls.  They are open and ready to take on what comes, good or bad.

This behavioural group is less common, most people stay in the boundaries of their box, these are followers.  A key atrribute of those that embrace change, open to try new things, is usually high levels of grit.

Recognizing openess can lead to both good and bad scenarios, through the application of grit you hang in there and work your way through to success.  This may take a bit of effort though, that’s what grit is all about.