Essentially everything in our universe strives to reach a state of Homeostasis or equilibrium. This principle applies to single individual entities to massive complex systems either metabolically, physicaly, socially or psychologically. Paradoxically, while the drive or equilibrium is ongoing, there are always some other forces tilting the system off balance into a state of disequilibrium or change. The result is a dynamic interconnetion between these two opposing yet complimentary states of equilibrium and change. They are two sides of a same coin where one cannot exist without the other where the purpose of change itself is to reach a new state of balance and harmony.
When it comes to poeple, by and large the preference is for the known or equilibrium over that of change. In fact, it is fairly safe to state that people generally have difficultly with change. It is part of why there is so much focus and time dedicated to the study for effectively managing change. It is relatively simple to change situations when people are not involved, but the more people are impacted by a change, the more difficult change becomes. Ironically, while people and beliefs, expectations, assumptions, concerns and hopes can present a significant obstacle to change, they are also the solution. for withiout them, realizing successful sustainable change would be impossible.
As a business and organizational development consultant and coach, I am acutely aware of the challenging phenomenon change presents for people. It is for this reason why my my passion and primary area of practice is focused on facilitating positive change within and through people and people-driven systems. Driving change, whether it’s personal, professional or organizational, requires some form of catalyst, either internally or externally imposed, to overcome the inertia inherent in people’s homeostatic circumstances. The catalyst may be some political, environmental, sociological, technological, market or other force that inevitably tilts people and organizations out of their comfort zone and into wobbly uncertainty. By empowering people with the necessary functional and soft skills of leadership, emotional and social intelligence, they are better equipped to positively manage change. The best of who they are is expressed and shared, enabling a collaborative search for and implementation of sustainable options for transitioning more easily to a new changed state of equilibrium.