Fresh starts, fresh ideas and new beginnings flourish only under the right conditions. Defining and creating those conditions can be a mighty struggle, that may remain elusive despite the purity of intent. Change is necessary, a natural part of our learning so… if not now, when?
Recent events around the world have focused my mind on the need for change – significant cultural and systemic change - as I hope we begin a process of listening, hearing and fundamental adjustment to much of what we do and how we view and relate with others in the world. We are contributors to, and are responsible for, the culture of our organisation, our peer groups, our teams and our friends and families, and have a choice as to how we engage and influence them. And we all have a relationship to change.
Some of us embrace it and value the need for it, others will be fearful of what any change might bring. This is as true in politics as it is in our personal lives or work environments. But for many reasons, it is important the world keeps evolving and changing and we learn from what happened yesterday, what happens today and what is going to happen tomorrow. How do you embrace and approach change? Do you challenge others to see the need and encourage the benefits?
I have been inspired by the passionate words and actions of many and dismayed by the actions of a few in recent weeks. The efforts of many in varying walks of life to highlight the previous and current injustices at home and around the world have provided much reflection for me, my attitude and consternation on my approach and connection to the experiences I have.
Reflection and conversation have led me to discover that it starts with checking-in with and exploring the nature of your ambition to do something and your deliberate choice of attitude to change. The next steps, for which we initially strive to find clarity, will then reveal themselves. Your attitude choice (see chapter 50 in The Attitude Book) strikes your tone for your thoughts and actions that follow and forms your approach to change.
Consider these three accumulative steps:
1. Listen – really listen, not to conclude or summarise or decide, simply listen. Listen more, read more, watch more, broaden your awareness, resist evaluating.
2. Empathise – connect with the stories you hear and the feelings they evoke. No judgements here, just recognise and feel.
3. Adapt – as you increase your knowledge and understanding explore how you can shift your language, your actions, your INclusivity, your involvement, your humility. This may lead to policy changes in your way of working, your team, your company, but do not be hasty without listening and understanding.
Influencing change can be small steps, tiny adjustments to how you live, work and interact. These small changes and considerations can build to bring about much larger organisational or systemic change. Equally, there can be fundamental and simple steps you can take, within you (your thoughts, beliefs and hopes) within your surroundings, within your team and organisation. All are valid. Sometimes small is beautiful, sometimes big is better. Approach either with your attitude range ready and open and aware that everything is on the table and none of us should be afraid of it. It is not ignoring, editing or deleting the past. Change is a natural evolution; be it corrective or dramatic; it has been and will be part of our lives forever. Embrace it.
Together we can make the world, our places of work, our communities and our families better, and then we all thrive.
Good luck, keep it simple and please share abundantly, with me and your circles, how you get on.
Simon