changing the way we think about change.
changing the way we think about change.
Finding Your Joy.
Despite all of my work around mindset, a few weeks ago I encountered an interesting phenomenon.
I lost my joy.
This week's Mindset Monday describes what that was like and how it likely happened.
If you feel you have lost or are losing your joy, even if it's for a different reason, know that the quick and simple way I talk about to rediscover it can work for you, just as it has for me.
I'll be dedicating the month of December to various ways of finding our joy; something that is especially important at this time of year, when holiday cheer may be expected, but isn't always a given.
Stay tuned for a special (free) offer coming soon. Enjoy!
A great way to step into a new change is to take it for a test drive.
A test drive, for purposes of this post, is defined as choosing one or more elements of the larger change to put into action, tweaking and adjusting until it becomes integrated into our lifestyle, through the formation of a new habit, routine or approach.
While the potential for rejection exists, the test drive offers such flexibility in adapting aspects of the change, the likelihood of flat-out rejection (aka completely dropping the change) is much less than if the full change is incorporated all at once.
Why? Well, because when we test drive a change, we look at each element separately, and if we find it isn’t working at first, we can make the necessary adjustments until it does work.
By doing this at a much more micro-level than when implementing a full-scale change all at once, we are better able to pinpoint potential problems and course correct before they become big and insurmountable.
Here are a few other benefits of the test drive approach:
What does a test drive look like?
Segment, prioritize and design.
1. Segment your change into smaller elements.
Elements are basically anything you can think of that you will need, do or arrange in order for your change to work.
For example, let’s say you are planning to pursue a Master’s degree while working full-time. Some of the elements involved with this change might include:
2. Prioritize these elements based on importance. Which do you believe are the most important to master in order to succeed with your change?
While time is a big theme in the elements listed for the example above, the potential for competing priorities might be the most important to get a grip on first, because those things could derail attempts at finding time to do the other elements, and could also significantly influence your energy level.
3. Know your preferred pace of change.
Are you a wader or a jumper when it comes to change? If you're not sure, take a look at the last post, which will help you figure it out.
Equipped with this information, you are ready to design your first test.
Sequential and batch test drives.
If you prefer a slower, more methodical pace of change, a sequential approach might work best for you; if you’re more of a life in the fast-lane sort of person, a batch approach may be more to your liking.
The sequential approach is just as the name implies; elements are introduced one at a time. Once one element has been tested and tweaked to your satisfaction, add the next one in your list.
The batch approach, on the other hand, incorporates multiple elements at once. This will make the change seem more real than the sequential approach, but will also result in more potential snags that require tweaking at around the same time.
The benefit of the batch approach is that you will also be able to see the interplay between the various elements. The sequential approach, on the other hand, offers the potential for greater greater depth and understanding of each element before adding another one.
Regardless of which approach you follow, the purpose of test driving is to take one or more elements of the larger change, and put it into action, as best as possible, in order to incorporate it into your lifestyle.
Doing this will likely require adjustments to that lifestyle, and making these adjustments on a smaller scale allow you to get used to some parts of the change before adding more.
Adapt and evolve.
Two key principles to keep in the headlights of your test drive, are that once you’ve incorporated one or more elements, it’s all about adapting and evolving.
Adaptive Action, is an approach created by Glenda Eoyang and Royce Holladay of the Human Systems Dynamics Institute as a way to quickly adapt to change. The approach utilizes three primary questions: What? So What? And Now What?
With these questions at the dashboard of your test drive, you can quickly identify what is at issue, why it matters, and pinpoint strategies for moving forward.Click here to learn more about this approach.
It's easy to become stuck even when implementing the smallest change. And when we get stuck, it’s easy to justify giving up.
But when we give up, we fail to move beyond the issues at hand, and they are likely to plague us until we’ve learned how to travel past them. To do this, we must evolve.
That’s where spiral thinking comes into play. This is the topic of of previous post but in short, it means that even low points and challenges offer us opportunities to learn and progress. By recognizing that change is not a linear, uphill process, we are better equipped to handle not just the easy and fun stuff, but also the roadblocks and barriers that can often derail a change.
Having a mindset geared towards adaptability and flexibility, with additional performance enhancing measures such as an adventurer’s perspective and a curious, design approach to change, we are much better equipped to fully step into it.
Next up in our series of How To Step Fully Into Change…Prioritizing Our Change.
Well, we’ve done it! We’ve concluded our month-long topic on Preparing For Change.
You are now equipped with several tools by which to aid you in your next steps. Your leap of faith into a brand new world of the unknown. How exciting!
Here’s what you’ve got as your parachute:
Some of you might wonder why you should put this kind of effort to prepare for a change, especially if it is one that you’ve encountered before.
To that I’d say that no two changes are the same, and by preparing ahead of time, we allow ourselves the space and energy to support the smoothest transition possible. One in which you can be fully present, nimble, and enjoy.
Even if it’s not a change you’re particularly looking forward to, does that mean it also must be excruciating?
Why not try to make the best of it by exploring where your points of resistance are, and try shifting your perspective into one that more closely fits with the kind of change experiences you want to have?
Get your free PDF of this series - with bonuses.
Some of the tools presented include visual examples and further explanations as bonus features in the Preparing For Change PDF I am preparing of this series.
I highly encourage you to sign up to receive your free copy, because it won’t be free for long. It is a gift to you, my readers, with the hope the information included can help you prepare for the best change possible, regardless of the circumstances.
Happy New Year!!
I wish you happiness, peace, joy and prosperity as we say goodbye to 2015 and usher in a new year. Thank you for reading!
Our Personal Principles, which are similar to values, can be THE deciding factor as to whether we succeed or fail with a change.
What’s really interesting, is that most of us glide through life semi-aware of our principles and the role that they play in our mindset and personal choices, with little to no understanding of the great influence they have over our lives.
Now I realize these are bold statements, but time and again I have witnessed, both personally and professionally, just how big of a role our Personal Principles play in our lives and the reasons behind our perceptions and actions.
If we have been promoted to a first time management position, for example, understanding our perspectives around leading and managing others can help us to determine the kind of leader and manager we want to be. Without doing this, we run the risk of doing what we think we ‘should’ for the position, which offers all kinds of opportunities for values clashes to occur.
Even understanding why we pursued and/or accepted the position can help to uncover any hidden perceptions and beliefs about managerial positions that we otherwise might not have known.
Perceptions become beliefs, and beliefs point to our Personal Principles, so the more exploring we can do when change arises, the more prepared we are, and authentic we will be.
What are Personal Principles?
I wish I had a quick and easy way to uncover our Personal Principles, but, alas, I do not. There are a wide-variety of tools available to help us discover our values, but from my perspective, they are way too shallow to point to our core values. I just don’t believe we can sort through a deck of cards to determine such deeply rooted beliefs.
I take on the perspective that Personal Principles, which represent the code by which we live, and are usually hidden well beneath our conscious thinking, are contextual.
Whereas core values - those key beliefs that drive most of our behaviors and strongly influence our Personal Principles - tend to be even more hidden than our Personal Principles. Yet they show up in various ways through our behavior, how we interpret our experiences, and how we identify and relate to our world.
I mentioned that I believe Personal Principles are contextual, which is, in my view, what shows up when we sort through cards to identify our values. When we do this without a context, we just choose what surfaces in the moment. But that might not be what guides us in different situations.
For example, I might have a strong value towards loyalty, but that varies dramatically as a consumer than as a friend. I also value safety, which shows up in a big way as a Mom, but in a much different and smaller way as an author, where other values surface that don't show up in my Mom context.
Increasing our awareness.
Even though I haven’t yet created a tool for surfacing core values, I am working on one to discover those contextual principles that, in time, help us to discover our Personal Principles.
In the mean time though, I’ve developed a tool that is helpful to better understand our mindset in order to shift it to more closely align with change.
In addition, understanding the way we filter our experiences through perceptions and beliefs helps us to more accurately identify those principles and values that influence us the most, and under what circumstances.
This tool, called the Mindset Feedback Loop looks at many of the components mentioned earlier: Experience, Perceptions, Beliefs and Behaviors, as well as how we Identify with and Relate to a given situation.
Here’s how it works:
There’s more to this exercise, but for now these are the important questions to ask.
How we identify with and relate to our world is the next step, but that won’t be covered here in the interest of time. To learn more about this part of the model, check out this post, or sign up to receive the PDF version of this topic, which will include greater detail about this exercise as one of the bonuses.
Noticing our own mindset feedback loops.
After running through the questions above several times, you might have noticed how your perceptions and beliefs have become reinforced, forming a feedback loop.
Here are some things to consider:
For example, if we are in a good mood and feeling confident, we might talk with more people at a party and laugh more often. But if we felt depressed and just want to be alone, we’ll likely get what we ‘want’ at the party, and leave having had a horrible time.
But we can also shift our beliefs by changing our behavior. This is where the term, fake it til you make it, comes from. The hitch is that we actually have to BELIEVE that we WILL make it. This belief relates to how we identify with our situation, and the way we identify affects how we relate to others/our world.
The upside is that it is easier to shift beliefs when we’re aware of the problem, than to try to change them without that awareness.
Gaining clarity can be difficult, but is worth the effort.
I can’t stress enough how important it is to get a clear understanding of our internal drivers and how they influence our thoughts and behaviors.
The more we pay attention to the elements of our feedback loops, the closer we come to clarity about our Personal Principles and core values. Paying attention to our individual patterns can help us to this point as well.
I realize the tone of this post may make doing this work sound simple, but I assure you, it isn't. If anybody said it was easy, they lied. Not only can it be difficult at times, but it isn't all that comfortable either.
What it is, though, is an investment. In yourself and your long-term happiness. The more you understand yourself and what drives the way you perceive, identify, believe, relate and experience your world, the more of a conscious role you are able to play in it.
Committing to change is a choice... Your choice.
As we're in the process of preparing for change, it ultimately comes down to your having to make a choice. Do you:
This may sound harsh, but it really does come down to whether or not you are willing to make the commitment to the next step in your change process.
If you really want things to be different than they are right now, or if you want to find a way to move on from a less than desirable situation in a way that limits the potential for the situation to repeat, then you have to fully and completely commit to it. Deciding that now is not the time for such a commitment is a choice too. And the more intentional we are with our choices, the more aligned we become, and authentic we feel.
Coming up in January...
If you choose to commit to change, stay tuned for our first topic of the new year: How To Fully Step-Into Your Change.
Past behavior predicts future performance. This phrase, which was frequently touted during my days as a Human Resources professional, has always irked me.
While I understand that one way to determine future performance is by considering past performance, the thing that bothers me is how absolute this statement sounds.
It seems to ignore the possibility that people can change. It reinforces a fixed mindset, which considers mistakes as bad, and disregards the prospect that people can, and do, learn from them.
I mention this here because today’s topic explores our past experiences with an eye toward not just leveraging those experiences that went well for us, but also those that didn’t.
It encourages us to dig into what worked as well as what didn’t in order to incorporate learnings from both. By doing this, we set ourselves up for success the next time around, in part, because we’ve identified ways to support a shift in our expectations out of the past, in order to design a new intentional future.
To do this, as you may have already imagined, we must first ask ourselves some questions to heighten our awareness:
Becoming aware of our past.
The following questions will help uncover experiences that can assist you in more smoothly adapting to your change.
Once you’ve highlighted direct and indirect experiences, it is important to evaluate whether or not you found those experiences to be positive or not.
Creating a timeline of our past experiences..
A helpful tool, called Timeline, is outlined in this previous post.
This exercise helps you review all experiences around a specific topic (for example, jobs. Or relationships. Or moves.), and your assessment of whether they were positive (+), negative (-) or a combination of the two (~).
From there you can dig deeper into why you liked or disliked the experience and search for any replicating patterns that surfaces during the exercise.
The more you understand about your patterns, the more you’ll be able to incorporate scaffolding to support a positive shift in those patterns for a more enjoyable change this time around.
It might be easy to recall certain experiences from our past that relate to our current or future change. Some of those experiences may have been positive ones, while others may have been problematic, causing resentment or even trauma.
Opening our eyes to past patterns.
Often times, those experiences that initially come to mind when thinking about a change shape the way we think about it.
If we had a positive experience last time, we might expect to have a positive experience the next time around. If, however, a similar experience in our past was difficult in some way, it could create fear and resistance to the new change.
By leveraging what worked in the past to support a positive change this time around, while also raising our consciousness about what didn’t work and why, we can incorporate what we’ve learned into how we approach the current change.
This helps us face our change with eyes wide open. With better understanding of the way our experiences may have influenced our perspective about our change, we reduce the risk of falling into the same or similar counter-productive patterns from our past by designing new ways of thinking and being into the future.
Attuning through contrasts.
Now that you have a thorough awareness of your past experiences, it’s time to evaluate them in terms of your new change.
Creating a visual guide for alignment.
To align our past experiences with our new ones, we will identify what I refer to as Peaks and Valleys that highlight the ups and downs of our learning journey to now.
Doing this helps us to visualize all that we’ve learned, including what has worked thus far and what hasn’t as applied to our current change.
While it is a general visual depiction of our past experiences, we can always add greater detail, with red flags if we are concerned about falling into counter-productive patterns or mindsets from our past.
Creating this guide can be helpful if we get to a point in our adjustment to the change where we feel we aren’t adequately prepared, or are experiencing difficulty. It can also reinforce productive behaviors.
Referencing this chart will help us to remember that path we’ve taken to get to this point, as well as the challenges we’ve faced and how we overcame them.
How to create Peaks and Valleys.
The peaks might be great, but often times we experience such highs because they are something new. Reminding ourselves that with awareness we might also minimize our time on the peaks is an important step to better understanding our past patterns.
New peaks and possible valleys might be formed from this new experience, but by creating a map of where we’ve been before, we can traverse some of the new terrain with a greater sense of confidence, finesse and balance.
Experiencing our change authentically.
The more open and honest you are with yourself about your past experiences, the more likely you are to move forward with your change in a centered and authentic way.
It is when we tuck away and resist facing certain experiences from our past, that similar situations arise again in the future. After all, as Carl Jung said, “what we resist persists”.
Regular reflection on how things in our new change connect with experiences of the past can help us to stay grounded. But it is important to pay close attention to those times when we write off our new experiences as being ‘just like’ whatever past experience without adequate evaluation.
It is easy to brush off our new experiences as being similar to past experiences, but without exploring what it is about the current experience that reminds us of a previous one, and whether our perception of the new experience might be influenced in some way by a previous experience, we run the risk of missing important cues that can help us to better navigate our current experience.
Blind spots are often created through a false sense of familiarity, and denial is the risk we run when attempting to ignore similarities that point to unpleasant past experiences.
Keeping our eyes wide open as we traverse the often fun, yet sometimes rocky terrain of change keeps us nimble, and protected from unexpected surprises. Today’s exercises are some ways to help us get and stay conscientious during our change.
Coming up next...
Stay tuned for our next post (next week), where we’ll touch-upon the role our personal principles play in our successful adaptation to change.
For those who celebrate, I wish you a very happy, safe and festive Christmas!
Whether we’ve made the decision to change, or change has unexpectedly thrust its foot in the door to our world of consistency and predictability, we most likely have at least some information that has influenced our decision or our path forward. Also likely is that we have many questions that have yet to be answered.
Uncertainty is not a comfortable place for many of us. When we feel things are out of our control, it is common to want to grasp onto whatever we can to rebuild that facade a sense of control provides for us. While I believe control to be an illusion, having a sense of control can be calming and comforting.
Detangling the knot of confusion.
Today we’re going to focus on one of the best ways to regain our sense of control, with the added benefit of helping us to get organized in preparing for our change.
Uncertainty lives in the world of chaos. The more uncertainty that exists, the less predictability and consistency we have.
One way to reign in chaos is through structure. Structure helps us to focus on things we know, reduce the importance of what we don’t know, and recognize the difference between the two.
Without structure, it is easy for what we do know, and what we don’t know, to become tangled into one big overwhelming knot of confusion.
With structure, however, we’ve separated the two into easily discernible parts, which allows us to take action where it will have the greatest impact. This saves us time, energy as well as peace of mind.
Becoming aware of knowledge.
In order to detangle this knot of confusion, the first thing to do is to become aware of the situation at hand by asking ourselves two key questions:
But, when considering our knowledge about ourselves and others, we add dimensions to the change that can be helpful to our preparations and transition plan.
Here are some additional questions to help you more clearly define your knowledge of self and others with reference to your change:
Others (Tip: Ask yourself these questions for specific individuals for greater detail)
By asking open-ended questions, we shift ourselves from a fixed to a growth mindset. With a growth mindset, we become more flexible with and resilient to uncertain situations.
Keep in mind that when thinking about others, even though it is best to ask them directly, planning ahead by thinking about their potential response to your change can be helpful in preparing your approach.
Be clear though. When doing this, you are forming assumptions. It is important to stay flexible and open to the possibility that you might misjudge perceptions and reactions. This will help minimize the potential for hurt feelings or conflict if or when any misalignment between your best guesses and actual responses occur.
Attuning to your knowledge gaps through lists.
To highlight the gaps between what you know, and what you want or need to know, we’re going to make some lists.
Lists help to create structure, which is very helpful to have when we feel clouded over by uncertainty.
Lists will help to create definition and clarity, but also will be converted into tangible tasks, which will help you stay focused on efforts that will yield results, rather than spinning your wheels in frustration awaiting clarity on things over which you have little, if any, control.
There are all kinds of lists that can be created, but to get you started, here are a few suggestions:
Create a project plan to align your knowledge.
Now that you have a list of what you know and what you don’t know, it’s time to create a task or to-do list, which will become your preliminary project plan.
If you are someone who is well-versed on project plans as a part of your job, you might already do this. If not, it is easy to forget how useful they can be when preparing for personal change.
Don’t let the sound of a project plan frighten you. It’s just a big word for a guide that tracks what you want to find out, by when, and who is doing what if more than one person are working on finding answers to the need and nice to knows.
This might seem like a lot of work, but this approach is actually a wonderful way to alleviate stress and frustration we often experience around uncertainty and waiting by giving ourselves something to do. This, then, provides us with a sense of control in what otherwise might feel like a chaotic situation.
Here’s the gist:
Sample lists and preliminary project plans will be included as a bonus in the PDF of this topic, which will be made available in early January. Click below to reserve your FREE copy.
Get real with your plan.
As has been the case with everything presented in this topic of Preparing For Change, this project plan is designed specifically for YOU. This means, that it must also be accurate and relevant to your needs and desires around your change.
Doing this will keep you feeling confident and with a sense of control. But while we might feel we've got a grip on things when we've kept the plan up-to-date, remember that we're hanging from a ledge with sweaty palms, at least in the beginning as we climb our way through our transition to a new way of being.
Our confidence can easily shift into distress and overwhelm if we let the plan fall through our grips. When that happens, the plan will become just another thing we should do, and we will begin our free-fall back into the chasm of chaos.
If you work best with paper, make a paper-based plan. If you’re a spreadsheet person, put it in a spreadsheet.
Do what works for you, and you will be well on your way to feeling prepared and confident with your change; a much better place to be than hanging around wondering and worrying about things well outside of your circle of influence.
Our last post highlighted questions to ask yourself to help become aware of, and attuned to your individual support, or solace, needs.
As mentioned, understanding what we need BEFORE we need it, can be extremely helpful to us because sometimes when we’re in the thick of change, and feeling challenged, overwhelmed or distraught, we lose sight of things that otherwise might seem really obvious.
Including ways in which to sooth ourselves, or people who can provide us with the kind of support we need for that particular mood.
Aligning support with a personal Guide to Solace.
Today we’re going to continue on the topic of support by pulling the information we’ve gathered from the exercises in the previous post into our own personal Guide to Solace.
The purpose of this guide is to provide you with a go-to place to quickly identify your mood and associated people, places or things that will offer you the best form of support within that context.
The Guide is personal, based on your individual preferences. It is intended to be adaptive, and should be regularly updated and tweaked to fit with your changing needs and interests.
What we create today will be the preliminary framework for that Guide. It’s up to you to fill in the detail, and adjust as necessary, but we should cover enough to be helpful in setting up the key components.
If you’re interested in more detailed instructions and examples, please sign up to receive the free PDF of this series, which will include these things.
Creating the framework for your Guide to Solace.
Using the data you’ve recorded from the Attunement stage of the last post, create a spreadsheet or document, which will become your go-to place when you’re seeking some form of solace.
At a minimum, include the following:
Communicating our desire for support.
Those people we rely on to provide us with support, may often times behave based on what they think we want or need, instead of what we truly want or need.
Sometimes this is okay, but other times, by trying to be helpful, the person can actually contribute to our feeling worse.
To prevent this misalignment from happening, it is important to communicate our interests to the other person, especially if we want to be able to rely on them for support but they haven’t always succeeded in providing us with the kind of support we wanted.
It might feel awkward to formalize what otherwise might seem like a typical conversation, but doing this helps the other person to understand:
Depending on your current relationship, if it feels uncomfortable to provide someone with an outline of the kind of support you might request from them, talk with them ahead of time.
Ensure they are willing to be a part of your support network, and let them know that you will provide them with some information to help them better understand the kind of support you might request from them.
This isn’t to say you can’t just call up a friend or family member to talk, but when you have a specific need, this information can be very helpful to ensuring the other person is on the same page as to the kind of support you're looking for.
Of course, letting the person know that you are calling because you would like their help can ensure the person knows the difference between a friendly general call, and one where you’re seeking their support.
Most people want to help us in the best way possible. Even if it feels strange, providing them with an outline of your needs will allow them the opportunity to do just that.
Authenticating your Guide to Solace.
Create a habit.
According to Gretchen Rubin happiness guru and author of Better Than Before (a book about habits), change is one of the best times to create new habits. So once you have prepared your preliminary Guide to Solace, why not create a habit by practicing to use it?
When you feel a strong emotion or sensation and are at a loss as to how to shift out of it, visit your Guide and give it a try.
If some of the activities fall short, pull them from the list. If you discover other things that are helpful, add them. If you talk with someone and discover something specific that does or does not help you, add it to your communication document(s).
Remember, this Guide is a living document intended to change and evolve with you. Regular reviews and updates will allow it to thrive.
One way to prompt yourself to review and update your Guide on a regular basis is to pre-schedule reminders on your calendar.
Here are some ideas to consider for doing that:
A little comfort can go a long way.
Creating your own, personal Guide to Solace can be a pretty big undertaking, but one well worth the effort.
By taking the time to learn about our typical moods and what works best to comfort us, we have a higher likelihood of shifting those moods quickly and effectively so we can get on with our lives, rather than run the risk of getting stuck as we adapt to the change.
By understanding our own needs, we are better able to communicate them to others. While the focus is on support during our transition to change, understanding the kind of support that is most helpful to us, as well as what isn’t helpful, can improve our relationships at any time.
Being conscious of our desire and need for comfort is something that isn’t talked about very often when preparing for change, but it is immensely important in order for us to create a smooth transition.
A little comfort can go a long way, and when undertaking a big change, we can use all the comfort we can find.
Coming up next:
Stay tuned for our next post which offers a way to take action when we're waiting for action.
Remember, I’m creating a PDF version of this completed series, which will also include some bonus material that won’t appear elsewhere. Click below to reserve your copy today.
Last week I introduced the topic Preparing For Change, and briefly touched upon several approaches that will be used in the remainder of this month’s posts.
Getting conscious with our change.
One of those approaches, is called the Conscientious Approach to Change™. This approach considers four components that support building conscientiousness into our personal change initiative. Those components include, Awareness, Attunement, Alignment and Authenticity.
This model encourages spiral thinking, and is built in to the remaining posts as a means of how to more comprehensively prepare for your change.
Mapping your transition.
There are other approaches and tools that will be brought-forth in individual posts, but the overall structure for the remainder of this series is based upon one specific model: The Transition Star™.
This researched-based model highlights four specific areas that influence our smooth transition to change; Support, Education, Experience, and (awareness of) Personal Principles.
The more we have of each of these, the more likely we'll adapt smoothly to our change. But even if we lack in some areas, being aware of these vulnerabilities allows us to design strategies for strengthening or supporting them.
The posts that follow will delve into the each of the four points of the Transition Star™ further, and will include suggestions and questions to consider to get to the heart of each respective topic.
Change is personal.
Personal Principles, and ways to better understand them, will be incorporated within the other three points of the Transition Star™, as it is our principles that tend to make or break our ability to adapt to a given change.
In addition, Personal Principles will be highlighted in a stand-alone post. Yep, they're that important!
For while we often understand them at an intuitive level, until we become conscious of the roles they play in our lives, and especially during change, they have the potential to be a puppet-master to our otherwise unsuspecting mindset.
Things to keep in mind.
As we delve into creating this framework for change, please pay close attention to the following:
Even if you’re not yet comfortable or ready to fully face those points of resistance or fears, making note of where they reside, can be extremely helpful for you when you become ready.
This, in return, will create a much more enjoyable and rewarding process along the way.
~ ~ ~ ~ ~
Remember, I’m creating a PDF version of this completed series, which will also include some bonus material that won’t appear elsewhere. Click below to reserve your copy today.
About the Author
Megan Rounds, Ed.D. is owner and principle perculator of perculcha, llc.
All Changevolution Change & Vulnerability Choice & Change Finding Solace Internal/External Change Loop Making Change Stick Mindset Preparing For Change Reactions To Change Reflection Shoulds Smooth Transitions Social Side Of Change Time Tips & Tools Uncertainty
**Please note RSS Feed not compatible with Chrome without an extension.