©Arlene R. Taylor PhD

Dictionaries often have very long lists related to defining the word 'change. Here is a sampling:

The act, process, or result of modifying something (an alteration in facial expression)

To cause to be different (an alteration in the spelling of a word)

The replacing of one thing for another as in substitution (an alteration in ownership)

A transition from one state, condition, or phase to another (the passage of seasons or time as in the process of aging)

And then there are all the idioms, including 'to change:'

  • Hands - To pass from one owner to another
  • One's mind - To alter a previously held opinion
  • One's tune – To reverse an original approach, position, or attitude

Change can be discomfiting for many individuals, especially when they perceive little or no control over the events or situations that created the alterations, or perceive a lack of opportunity to provide input. For example:

  • Forced relocation for career or occupation (e.g., downsizing, bankruptcy)
  • Divorce or separation (especially when desired more by one party)
  • A catastrophic event (e.g., flood, hurricane, fire)
  • The death of a parent or loved one that turned life upside down

And then there are all the myriad changes that can occur in families, schools, churches, and organizations. Sometime an accumulation of small changes can be as overwhelming as one big change. Even changing something by choice (e.g., going back to school, partnering, changing occupations or residence) can be stressful.

Initiating or participating in change is likely to be more successful when you understand that one’s approach to change may differ dramatically based on brain bent. Following are examples of the way in which individuals might approach change (or their comfort level with change) based on brain bent.

altPrioritizing

Division

altEnvisioning

 Division

 

Individuals with a brain bent in this division may:

  • Avoid change unless it must be utilized to achieve goals
  • Consider change if the changes will expedite winning and the change seems logical
  • Want to direct the change and maintain control of the process, or delegate to others
  • Be somewhat insensitive and dictatorial during the change process and alienate others
  • Be comfortable with change if they initiate it

 

Individuals with a brain bent in this division may:

  • Love change simply for the pleasure of change itself
  • Enjoy change, especally when they initiate it
  • Initiate change to solve problems, add variety to life, and avoid boredom
  • Think and act intuitively and spontaneously, and inspire others to participate
  • Become impatient and bored with details and routines, and may withdraw if the change causes conflict that cannot be easily resolved

altMaintaining

Division

 

Harmonizing

Divisionalt

Individuals with a brain bent in this division may:

  • Resist change
  • Consider change if it’s a life-and death issue, or the change is practical and proven
  • Want to deliberate about the change and, if at all possible, maintain the status quo
  • Accurately incorporate change into an already existing routine if necessary—but may sabotage the whole process based on fear of change
  • May be very uncomfortable with change, especially if it was forced upon them

 

Individuals with a brain bent in this division may:

  • Acquiesce to change
  • Accept change if it is beneficial to all and promotes harmony
  • Want to discuss change thoroughly, include everyone in the discussion, and minimize conflict
  • Help to smooth the process if they get on board (but with high levels of concern about harmony, they can cause delay in implementing the change or even sabotage a project)
  • Be become comfortable with change only if they perceive it is better for them and their loved ones

Managing Change

You can choose to access any function in any portion of your brain to help you respond to or initiate change. To paraphrase the words of Brian Tracy, master change rather than allowing it to master you. And above all, consciously use your brain for success when managing it! When change is necessary or beneficial, access all portions of your cerebrum as necessary to be successful. Alternatively, collaborate with others who have a different brain bent: each of you bringing your giftedness to the table.

altPrioritizing

Division

altVisualizing

Division

 

To manage the change process:

  • Set realistic and measurable goals
  • Identify and select the best options for optimizing the likelihood of attaining the goals
  • Prioritize steps to follow
  • Manage willpower needed to realize the change
  • Direct the change

 

To manage the change process:

  • Be visionary and innovatively imaginative related to the change
  • Brainstorm available options
  • Picture your desired outcome in your mind's eye
  • Embrace the calculated risk of the change
  • Pursue your dreams and follow through

 

altMaintaining

Division

altHarmonizing

Division

 

To manage the change process:

  • Organize routines
  • Follow schedule carefully
  • Strive to do things right
  • Practice, practice, practice...

 

To manage the change process:

  • Create a support system
  • Seek harmony among the components
  • Embrace personal growth related to the change
  • Encourage yourself and others as you move through the process