‘If you want something in your life you’ve never had, you’ll have to do something, you’ve never done’  (JD Houston)

What holds us back from doing things differently and having new experiences?  Possibly:

  • Financial pressure
  • Time
  • People
  • Fear of failure
  • Our own limitations

It is important to identify the change we want to see, for example:  in search of a better work/life balance; to unleash creativity; to stop worrying; to launch a new career or new business; to live somewhere else; to improve our well-being.

Using ‘Driscolls’ “What?” model – helps us to reflect on what we want to achieve.  It has the following three steps:

  • What? – step 1 encourages you to write a description of what you want to achieve and what you feel your strengths are  (consider your reaction to how you feel)
  • So what? – step 2 is deciding what this means – weigh up the pros and cons / advantages and disadvantages  (is there anything here that is troubling you – in what way?)
  • Now what? – step 3 is for you to decide on a number of proposed actions you could take towards the change you want to see  (how can you modify your behaviour towards your goal?)

Another method to focus ideas is by building a ‘mood board’ where we start to post ideas – pictures from magazines, photographs, and anything that depicts the change we want.  This allows us to experiment and focus on how we see the future.

Tips for creating your mood board:

  • Don’t limit your thoughts
  • Tear out images, photos, pictures from magazines – or print from the internet
  • Scrutinise blogs
  • Highlight your ‘must haves’

Taking the first steps towards ‘change’ can sometimes be a daunting experience and it helps to focus our minds on the ‘positives’ and when we hear that voice echoing all the ‘negatives’ train ourselves to ‘shut this out’ and not listen to it.  We can become slaves to negative thinking and our mind will then control us and not us controlling our mind!

A scientific approach to managing change can be applied to any situation.  Lewin (1951) argued that there are forces that promote change (driving forces) and those that work against it (restraining forces).  The situation or issue is held in balance by the interaction between the two forces, which Lewin calls ‘quasi stationary equilibrium’, which represents the present state browse around this site.  In order for change to happen and to achieve movement towards, what Lewin calls, the desired state, either the driving forces need to be maximised or the restraining forces need to be minimised.  When both happen together the amount of change is greatest.  Lewin developed his three-step model to help us towards this desired state:

  1. Unfreezing – reducing the restraining factors
  2. Movement – encouraging the development of new ideas and practices focusing on the driving forces
  3. Refreezing, stabilising the changes at the new level of ‘quasi stationery equilibrium’ to avoid slipping back

These are all helpful tools to support our new vision and analyse our responses to change.

Share with us your thoughts on the above practices and your own experiences to help encourage others in their quest to ‘try something new’