Be honest. Would you say you are someone who is open to change?
Opening yourself up to the possibility of change can feel awkward, yet it’s such an important place to get to, especially if you lead a team. There’s no doubt about it, change can be difficult, and it’s very easy to fall back into old leadership habits before you see any results. Yet when the change becomes clear and moving in that direction feels right, amazing things can happen. Can you relate to this in your role? What positive changes have you been experienced in your career?
What does being open to change mean to you?
Let’s have a little pop quiz! How many of these statements do you agree with?
Being honest (to yourself and your team) that there is a need for change.
Desire to improve: you want to change the patterns of behaviour and the outcomes you continually see.
There could be a better way: you accept that there might be a better option than sticking with the way you’ve always done things.
Curiosity: you’re willing to listen to others, share ideas, and learn from them.
Flexibility: you’re ready to adapt and try a different approach, and accept that you might not get it right first time.
Based on these five points, would you agree you are open to change, or not?
What happens when you are not ready for change?
When change feels difficult or too big of a challenge, you feel unstable and unsafe. This happens a lot in organisational change, when new structures are imposed on teams. It’s natural to feel afraid and be resistant or reluctant to accept what’s happening. You might get a new line manager or be told your role is at risk of redundancy. It doesn’t feel good to feel this way.
When you are closed to the possibility of change, being pushed towards training and personal development can give rise to the same feelings. Luckily, the leaders who attend Zest for Life development programmes tend to be enthusiastic and eager to learn. For anyone who’s a little more hesitant, our bite-sized 90-minute online sessions make the change process more manageable and achievable.
Lewin’s theory of change
Psychologist Kurt Lewin used a block of ice to explain the 3-stage process we movo through when dealing with change. It’s a simple theory that’s been around since the 1940s.
Unfreezing the ice = signals motivation to change.
Liquid state = the right environment for cognitive change to take place.
Re-freezing the ice = cements the change and makes it permanent.
Are you ready to unfreeze your own thinking and set out on a leadership development journey? If so, the next cohort of our Exceptional Leadership Makes Sense online programme could be starting at just the right moment.
A change of approach at Zest for Life
At ZFL, we believe when we open ourselves up to change, the results can be overwhelmingly positive. One big change we’ve implemented this year is to take our Exceptional Leadership Makes Sense programme online. And so far, so good! The change feels right, and we’ve received some fabulous feedback from clients…
Our first cohort is well underway and the participants are committed and engaged. This note sent after the first session: Your Leadership Legacy, says it all,
“I am still inspired by this morning’s session. The only person you can change is you.”
Will you welcome positive change in 2027?
If you are open to the possibility of change, and you aspire to become a better leader, think about joining our next cohort, starting in January 2027. It’s the perfect time to step away from the familiar and kick-start the year with leadership development that’s fun, interactive - and transformational.
With one 90-minute session every fortnight, the content is easy to digest and implement. At the end of each session, you leave with accountability and an activity to complete. It means you can’t switch off until the next session as happens after so many training courses. You have to consider what you’ve learned, implement it, and observe what happens. We’ve designed the programme this way to make sure the information lands and stays with you.
One of the most inspiring parts of this training are the powerful conversations when the group comes back together. There are some real eye-opening changes and incredible results, which everyone learns from. Plus, being part of a cohort that stays together over an extended period creates trust and collaboration. Everyone has ideas and experiences to share, and when you’re in a small group it becomes a safe space to explore new approaches and try them out. You’ll be part of a group of like-minded people, all striving to become a better version of themselves.
If you’re interested, and you intend to make 2027 a year of positive change for yourself, your team and your organisation, take a look at the full programme details. If you have any questions, why not arrange a call with Sally.
What’s holding you back?
Leaders don’t necessarily join our training programme because they have a huge issue they need to fix. What they do have in common is a desire to improve and develop personally in order to achieve better outcomes for their team and organisation. It’s about finding the way that works for you - and on Exceptional Leadership Makes Sense, we give you the tools, principles and strategies to explore and achieve the change you want to make.