Individual change is a multifaceted process that often involves several steps. Examples mentioned below are steps that are part of a process of individual change. The process is not always linear. To make change happen, we may move back and forth between steps. Additionally, the specific steps and strategies involved can vary depending on the nature of the change and the person’s circumstances.
Step # 1: Becoming aware of what you want to explore
On page 34 of her book Smart Growth, Whitney Johnson explains that finding out what you want to explore is the first part of a personal growth process. This could include, she mentions on page 57, to ask people, who know you well, why they like being around you, and what their relationship with you does for them.
It can also mean, Ms. Johnson writes on page 76, to reflect on life stories in order to develop a greater sense of self awareness. This can include discovering or rediscovering your values. Collecting experiences from her past, Whitney Johnson learned that her mother loved to cook and also wrote cookbooks. In addition, she discovered that food is part of the ways that she feels and expresses love. In relation to this, Rosamund Stone Zander suggests on page 199 of her book The Art of Possibility that we listen for the music of our beings. Choose the practices that shape yourself. They will shape your voice as a unique contribution to us all.
Awareness is the recognition that change is needed. Becoming aware that change is needed might involve realizing that certain behaviors or patterns are causing problems or that there’s a gap between where you are and where you want to be. Awareness is the first block of the ADKAR change management model. The ADKAR change management model consists of 5 stages: 1. Awareness. 2. Desire. 3. Knowledge. 4. Ability. 5. Enforcement.
Step # 2: Developing a desire to move
When a person becomes aware that a change is needed, a meaningful next step is to develop a real desire to grow. This could include recognizing the benefits of change and/or the consequences of not changing. Learning about the transformation of Panelfisa towards self management, I found it interesting that people, who worked for Panelfisa, voted if they wanted change or not. A requirement in this vote was 80% voting for transformation.
To develop a desire to move from A to B, storytelling can help. Storytelling is a tool that can inspire creative thinking and help you imagine a future you want. Telling a positive story can show yourself the way to an even better life. On pages 240-243 of the book Thinking 101, Ahn Woo-Kyoung mentions that to have faith in the future, remind yourself of a time when you had the power to make a difference – in your own life or in the life of another person. Also think about future events with as much detail as you can.
At page 96 of her book Winning from within, Erica Ariel Fox explains that the dreamer strives to invent new possibilities, create and improve things. When we are young, we call it playing. In adolescence, we call it daydreaming. As grown-up professionals, we call it, for example, creating. At its core, the impulse is the same. We desire. We experiment. We wonder. What do you dream of doing? In which direction do you want to go?
In this process avoid underestimating or overestimating yourself. On page 58 of the book Thinking 101, Ahn Woo-Kyoung explains that a person, who underestimates himself or herself, may avoid to go for opportunities. And a person, who overestimates himself / herself, may forget what he or she is not good at.
Step # 3: Committing to change
Committing to change means making a decision to take action. To do that, try to think in positive ways. An example: On page 157 of the book Thinking 101, it is mentioned that when patients with lung cancer were told they had 90% chance of surviving if they underwent surgery, more than 80% of them opted for operation. When patients were told they had 10% chance of dying after surgery, 50% of them opted for operation.
On the Roller Coaster of Change Model this point is at the very bottom of the curve. This is where the energy level is at the lowest points and starts to rise, as the person decides to “stick with it” and starts to search for the new. In other words, at this point things start to get better, and more positive emotions start to emerge more frequently.
Step # 4: Setting a goal
What follows naturally after commitment to change is setting a goal. Setting a goal is of strong importance for guiding the change process. Goals should be specific, measurable, attainable, relevant, and time-bound (SMART).
During a Café Scientifique Meetup about information, beliefs, values and means – four aspects that can enable change – I learned from Claude A. Garcia that when a person believes that change matters and has the resources / means to make change change happen, the person develops herself or himself into an architect of change.
Step # 5: Breaking down the goal in smaller tasks
Developing a plan of action outlines the steps needed to achieve your goal. This might involve breaking down your goal into smaller tasks, identifying potential obstacles, and brainstorming strategies to overcome them.
A small, efficient step that I found helpful regarding the transformation to healthier foods was planning to buy chocolate with a relatively high percentage of cocoa and a relatively low percentage of sugar.
Step # 6: Doing things
Towards the end of the book Visible learning and the science of how we learn, a book by John Hattie and C. R. Yates, the IKEA effect is mentioned. The IKEA effect stems from the personal contributions and actual work that a person puts into achieving a goal. In the Kübler-Ross change curve, this is where experimenting happens. During this part of the change process, productivity begins to improve.
At page 200 of her book Winning from within, Erica Ariel Fox writes that the warrior is the part of you that acts – gets things done and delivered. The warrior’s power source is willpower, and her strongest muscle is courage. Playing can also be an important ingredient when learning and grow. On pages 5 and 118 of the book Free to learn, Peter O. Gray explains that Free play is the primary means by which children practice and acquire the physical skills and intellectual skills that are essential for success in the culture in which they are growing. Playfulness motivates children to practice new skills and use those skills creatively.
On page 53 of their book The One Thing, Gary Keller and Jay Papason mention that it takes 66 days on average to develop a habit. In other words, sticking with what you decided to do and taking consistent action is crucial for making progress towards a goal – in particular when you are faced with challenges or setbacks.. This might involve actively doing new things, having new habits, learning new skills, seeking support from other people and making other necessary adjustments to achieve the desired change. An example: To avoid eating too much chocolate, a helpful action I took was to put chocolate in a place, where I would not see it during the day.
Step # 7: Accepting and expressing emotions
At location 2200 of her book Emotional Agility, Susan David indicates that fear can block change. Fear sometimes appears in disguise, for example when we postpone things, when we seek perfection, when we have low confidence and/or when we make excuses. Fear speaks only one word: No. Examples: No, I will just fail. No, I don’t know anyone there. No, that shirt will look awful on me. No, I would rather wait. No, I prefer to avoid that. Following up on that Ms. David mentions that accepting and expressing emotions are key actions to handle emotions with agility. In relation to a person feeling fear, he or she can tame the fear, which she or he feels, by accepting and expressing it.
At page 146 of her book The language of emotions Karla McLaren puts focus on this as well: When your emotions are welcomed and honored, they move easily and quickly. Ms. McLaren explains at page 74 that if we can welcome our flowing emotions as necessary – like the water element in our fully functional psyches – we won’t need to go into a problem-solving mode. For example, she notes on page 36 that when your fear flows nicely, you will feel focused, centered, capable, and agile. Your free-flowing fear brings you instincts, intuition and focus. If you can rely on fear’s calm, listening, sensing stance, it will help you read people and situations empathically.
Change often takes time and effort, and setbacks are inevitable. Therefore, this step may require consistent effort, practice, and perseverance. Perseverance involves staying committed to your goal and continuing to take action, even in the face of challenges. To help name and express emotions, the Feelings Wheel can help.
Step # 8: Analyzing progress
Regularly analyzing progress, which you make towards achieving your goal, allows you to figure out what is working and what is not working.
Step # 9: Adapting
Evaluating progress helps you make adjustments to your plan and stay on track towards your goal. Being willing to adapt and make changes to your approach as you learn and grow is essential for long-term success.
Step # 10: Setting new goals
What do you do when you have achieved your goal? You start a new process of individual change. What do you wish to learn next?
Sources of inspiration:
https://alban.org/archive/the-roller-coaster-of-change/
https://www.calameo.com/read/0035073790b7b340e5cd1
https://feelingswheel.com/
https://www.goodreads.com/review/show/1918959132
https://www.goodreads.com/review/show/2768418051
https://www.goodreads.com/review/show/3892573013
https://www.goodreads.com/review/show/6058484027
https://www.goodreads.com/review/show/769046140
https://www.goodreads.com/review/show/963181477
https://www.meetup.com/meetup-group-wfwyoubr/events/299829507
chat.openai.com
https://www.psychologytoday.com/intl/blog/inside-out/201308/6-steps-personal-change
https://blog.udemy.com/adkar-change-management-model/
you.com
https://www.youtube.com/watch?v=r53DPr7EhsA
Inspiration to create 