The Designed Change Process

Personal Development

At the very core of the Designed Change Process is the necessity that each individual discover, know and appreciate himself or herself. While it is usual for someone "getting to know himself" to discover many nasty little unpleasant behaviors, these forms of conduct are viewed differently from any bimodal understanding of human psychology. In the bimodal approach, the aware elements of each person are present from birth, while these are surrounded by learned responses that are (like how we walk) recordings and not who we are. The two elements must be considered separately and then the unpleasant must be dealt with - unlearned. They can be thoroughly and completely removed, while the original person, the aware self, cannot be changed. Fortunately it does not have to be changed. Without the duality of the Designed Change Process, most increased self awareness is accompanied by increased self dislike, and leads to reduced self confidence and esteem.

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Personal Capability

Self esteem and confidence is widely and rightly thought to enhance excellence and team involvement. Careful understanding of what is involved in self confidence reveals that much of it is false and does not stand up to organizational or personal needs. The best (or worst) example of this is the "gung-ho" or "macho" male stance. While this may help an individual put out extra effort or display some useful characteristics in a football game, it also interferes with cognitive flexibility, attention and awareness. Such a mental state may shoot down a "friendly" helicopter, while true confidence in the self, in addition to being a powerful position, also promotes whatever awareness and cognitive flexibility is necessary. The Designed Change Process has as a central concern the development of real self esteem and the disruption of "over confidence", the automatic and irrational compensation for feelings of weakness. This may be done in classes, workshops, individual perusal of our material or by coaching, mentoring and consulting by telephone and e-mail.

The Designed Change Process

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Organizations of Strong Individuals

The truly effective organization is freely acting capable people integrated into a working whole. The Designed Change Process accomplishes both the development of individual strength and the integration of that into the organization. Individual excellence produces organizational excellence when a unifying process is included. In an excellent organization EVERY CAPABLE INDIVIDUAL ADDS PRODUCTIVITY. The individual and the organization must be integrated into a dynamic whole.

The Designed Change Process

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YES, I AM INTERESTED

sarge@newpsych.org

Designed Change Institute, Inc., P.O. Box 771, Farmington CT 06034 (860) 674-1635, and

P.O. Box 134, Virginia City MT 59755 (406) 843-5503

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Page last updated 2 October 1999