I so relate to this definition from Ashoka (https://www.ashoka.org/) that “a changemaker is someone who is taking creative action to solve a social problem.” They go on to say:
“Not every changemaker needs to launch their own start-up or be the president of an organization; changemakers can find opportunities to make a difference in any number of roles. They may have no ties to an organization; they may take action as an individual or as part of a group; they may organize as a part of broader community or they may work within a formal organization. “[1]
Are you a changemaker? If so, it is critically important that you understand change and how you respond to it. Here are a couple of questions I encourage you to think about and write down your responses to:
- When you think about change what words or emotions come up for you?
- Rate yourself on a scale from one to ten related to how you typically respond to change; “one” being “scares me to death” and “ten” being “I thrive on it’.
Many of us who declare ourselves as changemakers, including those of us who are leaders of teams and organizations, respond to question #1 positively. For example, when I think of change, words such as: “excitement”, “adventure”, “opportunity”, “creativity” come up. Based on my experience with other changemakers and leaders they respond similarly. In terms of question #2 many changemakers and leaders typically rate themselves as a “nine” or a “ten”. That said, when they ask the same questions to members of their teams or groups, responses to question #1 may be “fear”, “uncertainty”, “anger”, “overwhelm”. And for #2 their responses may be closer to “five” or “six” on the rating scale.
It is important to acknowledge that how you respond to change when YOU initiate it is quite different than when it is imposed on you. If change is imposed on you, your reactions and how you rate yourself on the scale from “one” to “ten” typically change toward the negative.
So how do you as a changemaker and/or leader, effectively navigate change and support others around you to embrace, rather than resist change? Learning some facts about change and openly exploring how you and your team respond to change is a good starting point.
Some Facts about Change
- Our bodies are hard-wired to react to change, to protect us and keep us safe
Our amygdala (part of the brain) is constantly scanning our environment for potential threats including things that are different. When it notices something it perceives to be a threat, it sends messages to our bodies that put us into fight, flight or freeze. When we are angry, feel like running away, or our minds freeze, we are NOT in a good position to make any decisions, or to positively influence others.
2. Our past experiences with change affect how we respond to it. For example, if when you were a child a relative you were close to died and no one let you see the person at the wake and didn’t discuss the person’s death with you, as an adult you may fear death and not feel comfortable speaking about it. Similarly, if when you were a child and when changes happened, you typically learned to “get on with things” and to not express your feelings about leaving a particular school, relationship, home … , then this will likely affect how you respond to endings as an adult.
3. We store beliefs and emotions in our bodies. Dr. Bruce Lipton, a stem cell biologist by training, in his book The Biology of Belief, documents research conducted by himself and others that all the cells in our bodies are affected by our thoughts. Dr. Candace Pert, an internationally renowned researcher and biochemist in her landmark book Molecules of Emotion, shares evidence of the biochemical links between the mind and body. That being the case, if we have had negative past experiences with change, that will negatively impact how we respond to change in our personal and our professional lives moving forward.
4. The good news is that we can change the physiological structure of our brains (create new neural pathways) with our thoughts. [2] The implications of this body of work to us as leaders and changemakers, is that we can learn, model and teach others how to embrace rather than resist change.
Why am I so passionate about this?
If we don’t learn to embrace change we:
- keep repeating the same patterns in our lives and remain unhappy & unfulfilled
- Feel constantly under stress leading to chronic health issues and negative impacts on our relationships & our businesses
- Expend a lot of energy resisting change
The bottom line is if we don’t learn to embrace change, over time it negatively impacts both our personal and our professional lives.
How can we reduce our fear of change?
We can:
- Better understand how and why we respond to change
- Learn a proven model and tools to help us reduce resistance, and embrace and successfully navigate any change
The more you understand change and the more self-aware you are about how and why you respond to it, the more easily you can embrace and move through it.
What has been your
experience with change? How have you effectively dealt with change in the past?
I welcome your comments below. Feel free to share this with people who you
think might find it of interest.
[2] Doidge, Norman, The Brain that Changes Itself. London: Penguin Books, 2007
Excellent article Pamela. I love change. If I am not open to change I don’t grow, expand, or keep an open mind – which is stifling to say the least. Like you, when I hear the world change, I think of adventure, new experiences, creativity and the possibility of exiting opportunities. Stepping outside our comfort zone is where we break old patterns, which shifts our inner and outer energy to flow in new directions.
Hi Debra, Thanks for sharing your feelings about change. Sounds like we are kindred spirits! It is so true that when we step out of our comfort zone we enable our inner and outer energy to flow in new directions. 🙂
Pam, Thanks for explaining the difference between self imposed change and change imposed upon the self. I agree, we can learn to navigate both well through examining our thoughts, beliefs and behaviors. Nice blog! xx
Thanks Lisa! I’m happy you found the blog useful. It is interesting to reflect on your life and to identify the changes that you have initiated and those that were imposed on you. I was surprised within the last year when I did this to realize how many of my life changes were self-initiated.
I’ve been writing and speaking about the importance of working with change for a long time. I loved the clarity that you brought to the conversation, Pamela! “The more you understand change and the more self-aware you are about how and why you respond to it, the more easily you can embrace and move through it.” That’s how we grow, yes?
Hi Laurie, It is so true that is how we grow!Thanks for sharing your thoughts. Appreciate the positive feedback 🙂
My favorite part is what happens when you don’t embrace change. Change is so important and many people defy it for various reasons
I hope more people understand why & decide to embrace change as something good in their life, something positive
Letting go of the old & embracing the new is important
Hello Heather, Thanks for sharing your thoughts. Indeed “letting go” is the work associated with the first phase of William Bridge’s framework (The Ending). I call it part of each of our transition journeys.
Change is one of those things that I waver on. In the end, I know change is necessary. And, I get to choose how to respond to it. I really like the statement “…a changemaker is someone who is taking creative action to solve a social problem”. Your article clearly show the difference between the two definitions.
Hi Cindy, Thanks for sharing your thoughts and experience with change. Indeed you do “get to choose how to respond to it”. The first step is becoming aware of how you feel about it in your body. Here’s to embracing change!