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CHANGE, a catalyst for growth

Updated: Sep 7, 2021

Every story of success is a tale of constant adjustment, revision and transformation.

Charles Darwin used to say that it was not the strongest or the most intelligent who would survive, but those who could best manage change. For a moment, think about a seed. For a seed to become a plant, it must become completely undone. Think about the journey a butterfly goes through, before it becomes such a marvelous creature. Change is needed if we wish to grow.

Every crisis the world, a country, a state, an organization or even an individual goes through, is there to teach us something. It is up to us to learn from such crisis and look at it as a seed, ready to transform us into something greater. Growth materializes as a result of life experiences.

In many instances we may not realize that change is indispensable and at times obligatory for something to work. Sometimes, we need major transformational growth.

Transformational growth, is the whopping alteration or reorientation of an organization or simply someone’s overall way of living their life. It entails comprehensive assessment and varied resources for it to happen. It involves finding practices or processes that are not being utilized to their fullest capability, and what alternate solutions can be applied.

Change is not easy but without it, there is no growth. Let's review a few stages in an individual's state-of-mind, during the transformational growth process:

  1. Rejection: in this stage, the individual does not want to see why change is needed, and instead focuses on dwelling on the past.

  2. Confrontation: anger, apprehension and blame are feelings typically presented during this stage. This is a difficult stage as it is an emotional one, and must be handled with caution.

  3. Exploration: at this point, the individual going through change will show signs of confusion and lack of knowing what to focus on first, aligned with a sense of fresh interest.

  4. Commitment: the individual starts cooperating, and when dealing with a Team, all members start working together.

Here is some light at the end of the tunnel...

We can limit the impact of these sometimes-inevitable stages by:

  1. Informing: providing information to why change is needed and how it will benefit the individual or operation.

  2. Listening: actively listening to the concerns of each individual and encouraging them to discover. When the individual reveals their feelings, the change agent can effectively overcome confrontation.

  3. Goal-setting: set short-term achievable goals to ensure the individual’s energy and mind are refocused.

  4. Engaging: those who are now committed to the process, will want to be engaged at a higher level. They will want to understand what the bigger picture looks like, and here is when you can starts getting long-term goals.

Focusing all your energy on constructing the new instead of rebelling against the old, is key to healthy and successful growth. There is no growth without change.

It is never too late to evolve your business... it is never too late to be what you might have been.

Yours truly,



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