Leadership Perspective: Creating Space For Change
We’ve all made commitments to ourselves and to our corporations to bring about transformational change. Unfortunately, what we create is change that sometimes occurs for short periods of time, but inevitably slips back into the everyday routine, or creates such chaos that it is shelved before we can find out why chaos reigns.
When we take the time to discover our competing commitments, and those of the people we work with, we often will find beliefs held that may or may not be true. These beliefs have often taken hold of us like a burr on the coat of a dog wandering through the fields. They have latched on, and just won’t let go without a lot of tugging and pulling.
These beliefs warn us about the ways in which our universe can be turned upside down. They hint at how those things or people we care about the most might be highly upset. If you say them out loud, especially in large groups, you will hear things that feel intimately familiar, that may be penetrating in their clear and almost overwhelming candor. They may cause you to sit in silence, absorbing the suggestion of cascading belief systems that could be set off by looking at even one strongly held belief.
Let me give you some examples of beliefs I have heard. You may resonate with some of them:
- I assume that if I tell people what I really think, then I will be fired, broke and I will lose everything.
- I assume that if I were to really deal with my unhappiness at work, I would have to quit my job.
- I assume that if I am not successful monetarily, my family will be ashamed of me.
When you look at these beliefs, you may find that what you say you are committed to and are trying to implement cannot be done effectively and economically because the problem is in an entirely different form. If you can stand to stay with what you have identified as a limiting belief, you can learn a great deal, and can use this knowledge to solve you. And, when you finally get to the point where you have identified a limiting belief, you can move from your place of captivity to a place of introspection – looking at it from all angles, and possibly altering it.
Looking at it from a leadership perspective allows us to recognize that we are not able to create any significant change until we recognize the dynamics of equilibrium that cause us to continuously construct nonchange. It takes an extraordinary leader to cultivate a way to surface and explore competing commitments within the organization without blaming some aspect of the entire organization. It may not even be possible without the leaders of the organization exploring the issues on an individual level.
As a leader, are you willing to take on the challenge of keeping your limiting beliefs in the forefront of your mind, working with a community of peers who are willing to partner with you to:
- Observe yourself in action in relation to your limiting belief.
- Look for experiences that cast doubt on your limiting belief.
- Explore the “biography” of your limiting belief.
- Test your limiting belief to see what happens.
These steps create the space required for us to be able to step away from our belief long enough to consider altering it, or at least suspending it in certain situations. Small changes such as this allow for transformational learning – in our consideration of possibilities we would never have considered before and in the choices we will consider making in the future.
How much space are you willing to make for change to occur?
Georgia Feiste, President of Collaborative Transitions Coaching, Inc., located in Lincoln, NE, is a personal growth and leadership coach, writer, and workshop facilitator. She is also a Usui Reiki Master and EFT practitioner. Her passion is success grounded in purpose and passion, standards of integrity and priorities in life. You can also find Georgia on her website, Collaborative Transitions, Twitter, LinkedIn and Facebook. Georgia may also be reached at (402) 304-1902 if you wish to schedule a 30 minute complementary consultation.