“It’s how we respond to the changes, it’s how we think about them, it’s how we interact, how we deal, how we cope, how we make meaning of the change that makes the difference.”

What are you doing to influence change and recognize patterns in your organization?


Can change be “managed” or “controlled”?
Making one change may demand other changes that are unknown until that first step is taken.
Having a flexible framework vs a concrete plan can help to “steer” the change forward.
Adapting to change by asking “what”, “so what” and “now what”.
Planning 10 years down the road is ineffective. Put yourself back to 10 years ago, would you have predicted where you are today?
We can know that unexpected events will occur, what we can’t know is the exact nature of those events, so in some ways we have to plan for the unexpected.
One way to be ready for the unknowable is to develop a set of tools that enable us to intervene on patterns that aren’t serving us well and tweak them, shape them, and move them.
Resilient people and organizations adapt to change and move forward because of how they choose to respond to change; they do not let the change define or defeat them, they adapt and move forward.
Start moving forward by asking yourself: “Where was I 10 years ago?” “Did my goals predict where I are now?”

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