Personal and/or organizational change often is met by stiff resistance. Such resistance is however thought of something that is desirable to those who are resisting it.
As such the instigators of the change itself then find themselves having to use considerable effort and/or ingenuity to affect others to make the required change. This strategy not only takes tremendous energy but is also, in my view, misguided from the start.
The greatest impediment to any change is the “fear of change” itself. Now because many “think” that this is a normal human emotion that needs to be “overcome” in a manner of speaking, then this is the tack that many change management consultants find themselves taking. That is they put energy into trying to “overcome” it.
I would like to suggest another way. Why not simply eradicate it, i.e. the fear of change, once and for all?
Is this even possible? Well it is if you address what I refer to as the “anchoring beliefs” that keep it, the fear of change, anchored in one’s mind and body.
Such anchoring beliefs include such things as:
1. If I change I will encounter new situations I am not prepared for that will make feel uncomfortable, anxious, or inadequate.
2. If I change then I will be allowing myself to become exploited.
3. The fear of change helps protect my rights as an individual.
4. Change is only uncomfortable.
5. Change means I’m being passive.
6. The unknown is fraught with uncertainty and where I am now is certain and more comfortable.
7. Change requires effort and is inherently painful.
8. And so on.
Such “anchors” can be released using a new approach which I will mention later in this article.
In this article I wish to address the “fear of change” that is inherent in a given individual. Whether the change is “desired” or not is not actually determined by such a fear. Now I know that may sound odd because so many of you are accustomed to equating the “fear” with the “lack of desire”.
These are actually two different things.
The fear is associated with anxiousness, nervousness, trepidation, paralysis, a feeling of immobilization, confusion, indecisiveness and so on.
The lack of desire for some form of change is actually associated with a sense of inner certainty, feelings of strength or sureness, conviction, integrity, personal honesty, inner calmness, resilience, clarity and so on.
If you compare these two descriptions I think you will recognize them for what they are and for their differences.
Hence to assume that the latter is the former is a mistake in my view. This by the way also affects what one can do about each of these.
The fear is in my view always the result of some form of emotional trauma that an individual has become conditioned with at some time in their life.
The lack of desire on the other hand represents and reflects the deeply held core values of on individual and make up who they are at their core.
The former can be released easily, quickly and permanently if an individual is willing, employing a new modality called the Mind Resonance Process(TM) (MRP). I have written extensively about MRP here in this e-zine and elsewhere.
Conversely trying to “overcome” such fear through effort only serves to re-traumatize the individual thereby “enhancing” their experience of the fear. This is the reason why organizations find themselves having to find new and more powerful ways of “defeating” this menace in their employees. In truth, it is getting progressively stronger and defeating them.
Additionally, the greater the instability an organization experiences the more traumatized the employees become and the greater the fear of change becomes. This can become vicious negative spiral, all of which can be remedied or prevented with MRP.
The latter, i.e. the lack of desire, cannot be changed, only suppressed for a while, as it reflects, as I said, the core or essence of an individual. Many have tried to suppress it through unethical repressive means. Ultimately however it will always remain firmly anchored at the heart of the individual as a representation of their inner truth, so to speak.
If you would like to know more about how MRP can help you or your organization get beyond the negative emotional block that prevents you/it from achieving success kindly visit the web link below where I have a special audio message waiting for you.
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