Change and Acceptance….
Isn’t this a no-brainer?
Change acceptance and movement are two very personal on-time actions. So, I want to talk a bit about when change CREEPS up unexpectedly or maybe not so unexpectedly!
Our last few conversations covered the “what” of managing change with tool(s) suggestions to assist in navigating the process. Well, I must apologize, I was slightly remiss. I’m gonna to do a BACKSTROKE and TIGHTEN UP a little in this post.
You see, I was having a conversation with a friend about going through change, and she said these “2” words. This truly hit home for me. I thought to myself these “2” words are the actual actions to get you to move in the direction of something different. Well, this conversation got the ole thinking cap juices flowing.
Here are some thoughts on these “2” essential actions in the process.
So, do you want the RED or BLUE PILL…
Acceptance is you personally saying it is “OK” to think and feel what you think and feel when you think and feel it (Lillis, 2014). If you think about it, adopting change involves altering human behavior to accept the change.
There will be a natural resistance to the change for several reasons…
- new ideas
So, the change adoption will not necessarily be a naturally occurring incident. Nevertheless, through work, trial and error fabulous results can emerge.
Innovation or change is only successful through examining existing notions about the way things should be and the subsequent outcome.
Be receptive to the change, evaluate new ideas objectively, and see your change results as what they could potentially be…BIG & BEAUTIFUL!
This was number #1, now on to #2
The movement component simply means…..participate.
Here’s the caveat, the change process is only successful because of choices. You’ve got to move with the understanding of needs, limitations, and challenges as the primary person in the process.
We want to move with and on this change through thoughtfully committed efforts.
I’ve learned from experience, it’s important to recognize how the change can be controlled to achieve the HAPPINESS EFFECT.
We are the skill developers – architects of an effective change process, whenever instigated. There’s NO Reality Download!
See how to craft your reactions and responses to it and perceive this to mean “surrender” and “accept.” Reflect on the “who/what/where/when/why/how of the change process as a must. This ultimately presents ideas to achieve optimal results.
In this place of surrender and acceptance spurs movement where you can make important behavioral changes (Lillis, 2014).
As humans, we’re our most persuasive resistor to change. So, understand these obstructions are not outside of us.
Know that accepting and loving what IS bears no relation to passivity. It’s easy and yet a challenge, there must be a desire to clearly see and discern the difference between passivity and courage.
Acceptance…treat yourself as whole and lacking NOTHING. Accept yourself as is, acknowledge your worth, and pursue what matters in your life.
Movement…take charge of the change outcome for you can MAKE IT SO!
Always from my heart, mind, and soul to yours, I encourage you to be curious and manage change like a BOSS!
Lillis, J. (2014). The paradox of acceptance and change: health behavior change is best built on a foundation of self-compassion. Retrieved from http://www.psychologytoday.com/blog/healthy-change/201403/the-paradox-acceptance-and-change