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MAY 2009
In this newsletter we discuss the readiness and likelihood for real time change. Often we initiate personal change without building the container necessary for the change to occur. False bravado, breaths of courage and dire straits often increase our adrenaline to move towards a change we know must occur; yet, the slightest look or disagreement and the courage or desperation wanes and we are stuck in the quagmire of our own stuff. In the remainder of this newsletter is a tool that I frequently use with my executive coaching clients. The tool can be very insightful, as most executives are very good at two to three of the change laws, and have given no consideration to the other law(s). Once awareness is created, often, the client suddenly understands why they have not addressed the missing laws. For me, it does not matter why they have failed to address a particular law in the past, but that they do address it now. Frequently, change springs forward. I include this assessment for your personal use as these times of economic turmoil probably has some of you moving quickly to make changes in your practice or life. If interested in commercial or for client use, contact me for licensing. If you find this newsletter useful, please forward it to a friend. If not, then simply unsubscribe below. All newsletters are archived on the website at www.clevelandconsultinggroup.com/newsletters.htm. Respectfully, Herb StevensonPresident/CEO PERSONAL CHANGE ASSESSMENTThe Four Laws of ChangeIn the Shawnee nation, to enhance change effectiveness, the four laws of change were used to assess the readiness for change. Subsequently, these laws of change have been refined for what must occur in order for change to occur. In this instrument, the focus is on personal change. Change comes from within. This means that change will always come from within the individual. Change is a relationship with your self. Ideally, the change will be like a pebble thrown into a lake where the change ripples from within all of these configurations Permanent change requires a vision. This means that unless we hold a clear and/or compelling picture of what is the change that needs to occur, the initial insight or energy or reason for changing fades into the background until triggered by the next difficult reminder and/or painful event that undermines our courage, commitment and/or capacity to change. A great healing/learning must occur. Healing and learning are closely aligned in indigenous cultures. Often, relationships with self or others are healed upon learning new information or by developing different perceptions or by taking the time to help our self or others understand a situation differently. In short, change is often accompanied by a personal insight created by waiting in the silence. Hence, for an individual, it could be an epiphany that suddenly sheds light on the situation. A healing force/forest must be present. So as to make any change permanent, the person needs to share it with others, who in turn will learn to support them in the change. As such, change requires a partnership between those initiating the change and those participating in the change. This means that for any change to be permanent it must have the support of the larger community. This support is a partnership for life. For an individual, it could mean that the insight or vision is shared with family and friends and time is spent allowing them to understand and learn to see the value of the change. Regardless, the level of success will be directly proportional with the ability to communicate the change and to build support for it. Describe the change that you seek for yourself:
Assessing Your Readiness for ChangeBelow are 25 questions that assess your readiness and potential for successful change. You should answer the questions from your own point of view. Respond without too much thinking and resist the temptation to give an expected or the-way-it-ought-to-be answer. It is meant to give you a snapshot of how things are now, not how they'll be when everything falls into place. Answer each question with the following numbers:
_____ TOTAL SCORE
Evaluating the ResultsThe highest score is 100. The higher the score, the more you and your family and friends are ready for the change in question. Specific questions that have low scores are areas that could use some additional thought and/or work. IntegrationList your reactions to the questionnaire at this moment. Pay attention to whether your reaction feels familiar. If so, how is it familiar? Deepening the ProcessTo get an idea of the general areas that might need more work, tally the scores for each of the above questions into the corresponding number below. The lower the cumulative score for each of the four laws, the more work that needs to be done in that particular area. For example, if it is clear that a compelling picture or vision has not been developed and integrated, then the change initiative will likely fail. Knowing this area is deficient, you can take corrective action. Change Comes from Within: This means that change will always come from within the individual. Change is a relationship with your self. Ideally, the change will be like a pebble thrown into a lake where the change ripples from within all of these configurations. ___1___2___3___6___20___22 Total_____of 24 If applicable, list some actions that you can take to raise this score.
Permanent Change Requires a Vision: This means that unless we hold a clear and/or compelling picture of what is the change that needs to occur, the initial insight or energy or reason for changing fades into the background until triggered by the next difficult reminder and/or painful event that undermines our courage, commitment and/or capacity to change. ___13___14___16___18___21___24 Total_____of 24 If applicable, list some actions that you can take to raise this score.
A Great Healing/Learning Must Occur: Healing and learning are closely aligned in indigenous cultures. Often, relationships with self or others are healed upon learning new information or by developing different perceptions or by taking the time to help our self or others understand a situation differently. In short, change is often accompanied by a personal insight created by waiting in the silence. Hence, for an individual, it could be an epiphany that suddenly sheds light on the situation. ___7___9___10___12___15___23 Total_____of 24 If applicable, list some actions that you can take to raise this score.
A Healing Forest/Force Must be Present: So as to make any change permanent, the person needs to share it with others, who in turn will learn to support them in the change. As such, change requires a partnership between those initiating the change and those participating in the change. This means that for any change to be permanent it must have the support of the larger community. This support is a partnership for life. For an individual, it could mean that the insight or vision is shared with family and friends and time is spent allowing them to understand and learn to see the value of the change. Regardless, the level of success will be directly proportional with the ability to communicate the change and to build support for it. ___4___5___8___11___17___19___25 Total_____of 28 If applicable, list some actions that you can take to raise this score
Evaluating the ProcessTo get a deeper sense of your internal process related to change, the following questions may provide some insights to yourself and to the change process. Frequently, the body and the emotions provide some hints concerning what prevents us from moving toward the changes that we seek. Old habits, patterns or perceptions that sit just under the horizon of awareness can be discovered and break the dam that has blocked our progress. Generally, describe what you are feeling/noticing/thinking at this moment about the desired change? Which questions caused a tinge of pain or discomfort? Describe the discomfort that occurred? Generally, describe which of the laws of change requires more time and effort for your change to be successful? Describe what you are Now willing to do to make the desired change. Signature of Commitment______________________________ Date______________________
Upcoming Programs & WorkshopsBEI Introductory WorkshopJuly 20-21, 2009 Completing an Introductory workshop is a prerequisite for attending the Gestalt Institute of Cleveland Executive & Organization Development Program, Becoming An Effective Organizational Intervener (BEI). This three-day workshop provides an opportunity to experience the "gestalt" approach through learning basic concepts and applying them through structured exercises. Unique to our approach is that each workshop is a balance of direct teaching and immediate application. Learn more... Becoming An Effective Intervener (BEI) ProgramNovember 15-21, 2009 (first week) Becoming an Effective Organizational Intervener is a dynamic program for people involved in leadership within organizations whether it be via day-to-day management or organizational change and development. In five exciting sessions, participants will explore our overall model and theory base as applied to individual, group, and organizational levels of system. The program offers participants a powerful and integrative opportunity to increase their awareness, knowledge, and skills in order to become more effective interveners in organizations. Learn more... Conflict, Confrontation & Negotiation (CCN) Workshop SeriesThe premise of this 3 workshop series, Conflict, Confrontation & Negotiation, is that individuals become more effective leaders when they have better understanding of the dynamics of conflict, knowledge about how to manage confrontation and the skills to negotiate reconciliation, resolution, and/or settlement. Learn more...
Read more articles and see current workshops and retreats on the Cleveland Consulting Group website |
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