So What’s So Hard About Change?
We’re quickly now into February, and how are those New Year’s resolutions holding up? It’s energizing and hopeful at the end of the year to look forward and set out the goals of what we want to change, or put renewed commitment and focus into. The problem with resolutions is that they are focused more on the outcome, rather than the process of change. As I say, the hardest part of strategy is in executing it, and the hardest part of making changes is to keep going, taking a step at a time daily out of our comfort zones. It’s making the choice to head into something challenging, painful, or unpleasant in the moment, which can lead to a better outcome with perseverance and work.
Growth and change are systemically linked in a reinforcing cycle with change leading to growth, which then drives further change, leading to continued growth. Change is the act or process of making or becoming different, whether we initiate the change or it is enacted around us.
Growth -- the process of increasing in quantity or value, or becoming more advanced, developed, better or improved in some aspect or dimension.
There are many methodologies about managing and working through change. Two that stand out are John Kotter’s change management model designed to help organizations through change, and William Bridges Transition Model which focuses on the emotional journey of moving through transitions. Kotter’s eight step model emphasizes to start by creating a sense of urgency and build a guiding coalition. It then walks through developing strategy, creating initial wins and ultimately driving cultural change. Bridges’ views change as something that happens like an event or a situation, and transition is how people internalize and respond to the change. Bridges’ Transition Model emphasizes three stages of transitions moving from Endings and letting go, to the Neutral Zone, and into New Beginnings.
Both of these models address the orchestration and navigation through change. Yet what drives the motivation and inertia to change? In my Growth System model, I share that there are two reinforcing systemic loops that are set apart by opposing motivational mindsets which meet at the choice of growth or comfort.
Choosing Growth or Comfort?
At any moment we have the option to choose growth or comfort. Do we choose to plunge rafting into the rapids with the exhilarating rush of the unknown, or stay tubing in the calm waters enjoying the view as we float along?
As in my Growth System model below, motivation is in the underlying reinforcing loops of being in either a risk mindset or the control mindset that sets in motion which of the circles we spend time in. A risk mindset opens us to discovery, creativity, learning and change. While a control mindset protects us from anxiety and hurt, striving for comfort and security by preserving the status quo.
Growth System
Risk Mindset: Cycle of Growth and Change
Being in the cycle of growth and change requires putting energy into the system. Like swimming upstream or paddling into the rapids, the challenges and resistance help to build endurance and resilience. Success is about making progress especially as things may not go as expected, being open to new discovery, and flexibility to experiment and see where the journey takes us in creating and re-writing the story.
Adopting a risk mindset expands the potential for experiencing new situations, building new relationships, discovering new methods and ways of thinking and learning. Coming through each step into the unknown builds confidence, trust, and resilience. Continual regeneration of energy is key to staying in this cycle.
When the pace gets too fast or the headwinds seem unending, then staying in a risk mindset might get unhealthy and lead to burn-out or an over reliance on hope than reality. It might be time to take a break and reset the balance of the system.
Control Mindset: Cycle of Comfort and Status Quo
Being in the cycle of comfort and status quo enables taking energy out of the system. It gives us a break to stop paddling for a bit, drift with the current, and appreciate the beauty and security of what is moving around us. As a control mindset conserves energy, it can have a calming effect with drivers to reduce anxiety, provide stability and the safety of being within known situations.
Yet staying in a control mindset can lead to an avoidance of change and focus on trying to re-live the story or periods of time that were good rather than moving forward. It can tend toward uniformity with less exposure to diverse information and experiences, becoming more rigid or confined in perspectives and behaviors, and slower in adapting to new situations and ideas. Continuing to reduce the energy in the system can lead to stagnation. It might be time to infuse energy back into the system and opt for growth over comfort.
Getting Equipped To Ride the Growth & Change Cycle
Here are some tips that can enable and sustain the journey inside the reinforcing cycle of Growth and Change.
1. Have a Clear Purpose & Motivation – communicate often and in many ways why the change is desired and what is the benefit to all impacted.
2. Adopt a “Risk Positive” mindset – find ways to energize and maintain a risk mindset, helping all involved to imagine a better future.
3. Persistence -- keep taking small steps and putting energy daily into taking chances to face the unknown.
4. Feedback Mechanisms – like the guide in a raft looking for rocks or snags, you need good signals to let you know if or if not what you are doing is moving in the right direction. Create an environment where everyone feels good about surfacing challenges to be addressed.
5. People that have your back – to keep your energy and positivity it is critical to have a support system and be a support system to the team during headwinds and resistance.
6. Make it Fun – we can’t stay in the risk mindset and growth cycle for 100% of the journey. It’s good to shift into the comfort cycle periodically, to infuse fun and conserve energy for the tough spots.
How have you navigated the reinforcing cycles toward growth and change? Share any additional learnings, tips, or comments.
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