Resistance to Change

I have been working at Hilton Head Health for about three and half years now and the one thing that I know about H3 is that things are always changing. A new pool in 2009, the Heavy A&E filming in 2010, Devin’s Dash, new Woodway Treadmills in 2011 and Lisette Cifaldi joining the H3 Family in 2012 (just to name a few). What has probably been the biggest change for me most recently is being named the Director of Fitness (a position I could have only dreamed of when I was an intern). It’s quite exciting when I take a look back at everything that’s happened in such a short time period.

I only think about these things now because the facility continues to evolve with many exciting changes taking place over the course of 2013. The point I would like to make today is that sometimes we have the tendency to look at change as a bad thing. What I am learning is that the most important thing about change is to expect it and embrace it. Through the changing times, Hilton Head Health has always remained a place to help others change their lives. At the end of the day, I am grateful to simply be a part of it.

With that said, have you ever felt like you’ve been resistant to change? Ever catch yourself saying one of the following?

1. I’m losing control – change interferes with our territory. We get comfortable with the control of situations and responsibilities. As I’ve mentioned in goal setting, people are motivated by autonomy (the desire to direct their own lives). The fact of the matter is when there’s a change we feel like we’re not the directors.


2. Geez, everything is different – humans are creatures of habit and change throws the creature off. It makes us think and operate differently. “Automatic” is what everyone is looking for in life. We want consistency so change makes us uncomfortable. The only day that is the same was yesterday; when things are different we have to embrace it.


3. This is going to be more work – is it really going to be more work? Will you have the same thoughts one year later? Human nature is to dismiss the things that don’t come easy but at the end of the day, typically, where there is little struggle there is little reward.

Readiness For Change Quiz

How ready are you to change?  Take this 10 question quiz to find out.

Professor James O. Prochaska and his colleagues at the University of Rhode Island developed the Transtheoretical Model of Change in 1977.  The five stages of change were constructed from many years of analyzing different theories in psychotherapy.  The process of a specific behavior change typically follows a series of stages:

1.  Precontemplation – “I can’t change this behavior” or I won’t change this behavior”


2. Contemplation– “I might change this behavior”




• Individuals hoping to enter the preparation stage must first define their motivators, obstacles and solutions.




3. Preparation(0-3 months) – “I will change this behavior”




• The individual will create a set of necessary guidelines and seek support for the ensuing attempt at change.




4. Action(3-6 months) – “I am changing this behavior”




• It’s common that within this stage individuals relapse.  Successful lifestyle change stems from the ability to recover from such slips.




5. Maintenance(6+ months) – “I still am changing this behavior”




• Continued adherence to the new behavior for an extended period of time will lead to the habit becoming part of the everyday lifestyle.

Are you thinking about changing a bad habit or unhealthy behavior? Take this 10 question “ready or not” quiz and see just how ready you are.  Use the key at the end of the quiz to help better understand what stage you might be in.

1. Regarding my awareness about this behavior:

a. Others have suggested that I have a problem behavior but I don’t agree.

b. I might have a problem behavior but I am not sure.

c. I have a problem behavior.

2. When a loved one or trusted friend suggests that I may have a problem behavior …

a. I am likely to tune them out, change the subject or get defensive.

b. I don’t like it, but I know that they see something that worries them and are right in

expressing concern.

c. I am ready to listen and talk about it.

3. This problem behavior …

a. is really just a nuisance and I don’t have time to deal with it.

b. is causing me worry and/or distress.

c. is causing me, and some of the people I care about, significant worry and/or distress.

4. When I think about my problem behavior …

a. I usually make excuses, rationalize or minimize its impact on my life.

b. I want to change but I don’t because of fear, pride or lack of motivation.

c. I really want to change but don’t know how to begin or continue once I start.

5. Regarding knowledge of my problem behavior:

a. I know very little about it.

b. I have begun learning more about it.

c. I have learned a great deal about it.

6. Regarding my knowledge of resources for my problem:

a. I don’t know of any resources.

b. I have learned about some of the resources available but don’t feel I have enough

information.

c. I have more than adequate knowledge about how or where to get help.

7. Regarding my current motivation for change:

a. I have practically no, or very little, motivation at this time.

b. I have some motivation to change but I will need more to succeed.

c. I am very motivated to change.

8. Regarding my current plans to change:

a. At this time, I have no plans to change.

b. I am thinking about change and the impact it would have on my life.

c. I have a definite plan for change.

9. Regarding my support for change from others:

a. I have almost no support from others.

b. I have some support but it may not be enough.

c. I have excellent support.

10. Regarding previous attempts to change:

a. I have never seriously attempted to change this behavior.

b. I have tried to change on one or more occasions but have failed miserably.

c. I have tried to change before and have had some temporary success.

 

Scoring key

If you answered “a” to any question, give yourself 1 point.

If you answered “b” to any question, give yourself 5 points.

If you answered “c” to any question, give yourself 10 points.

 

Results

Total your score. If your score is:

10-15 points, you are in the precontemplation stage. Your score suggests that you are not yet ready to engage in changing this problem behavior.

16-40 points, you are in the contemplation stage. Your score suggests that you are considering

changing this behavior but are not quite ready. People in this stage seek knowledge and  additional encouragement before they engage in behavior change.

41-100 points, you are in the preparation stage. Congratulations. Your score suggests that you are preparing to change this behavior. People in this stage have acquired additional knowledge and support and have a viable plan.

Sources: Changing for Good by J.O. Prochaska, J. C. Norcross, and C.C. DiClemente. Morrow, 1994; The Transtheoretical Approach: Crossing the Traditional Boundaries of Therapy by J.O. Prochaska and C.C. DiClemente. Krieger Publishing Company, 1984.

Lessons Learned: The Real Purpose of Time-out

This past week was a milestone week for my family. Hala started pre-school!! So of course we had to do the proud parent thing and take pictures, visit the classroom, ask about her day and what her new friends’ names were… you know, all that first day of school stuff.

What also comes with this exciting new transition??? Change. Our routine changes – now Daddy takes Hala to school and picks her up, while I take the other two to daycare. On Mondays, nap items and fruit to share need to be taken to school, and on Fridays nap items come home to get cleaned. Fundraisers begin, fall breaks to plan, and on and on and on.

In the midst of all this, last night I had to put Hala in time-out for refusing to share with her sister. I thought to myself, man, I wish I could be in time-out. Sometimes it seems as though it’s a luxury to have the time to take a breath between the day’s hustle and bustle. I’m not sure where exactly that transition in thinking changes, but at some point we begin to recognize “time-out” is not as punishment, but a gift of time. It signifies a break in momentum in one direction and an opportunity to redirect our energy toward something better.

Give yourself a “time-out” today and recognize it as a chance to change your momentum. Given this opportunity, what path will you take??

Share it with us! Post a comment on the change you are looking to make today!

Book Review: SWITCH – HOW TO CHANGE THINGS WHEN CHANGE IS HARD

Chip and Dan Heath, the bestselling authors of Made to Stick , have once again struck literary gold with their newest hit SWITCH .  The tandem set out to dispel the myth that “change is hard” and “people hate change.”  It occurred to them that if “people hate change, they have a funny way of showing it. Every iPhone sold serves as counter-evidence. So does every text message sent, every corporate merger finalized, every aluminum can recycled. And we haven’t even mentioned the biggest changes: Getting married. Having kids. (If people hate change, then having a kid is an awfully dumb decision.)”

 

Their researched churned up some very intriguing studies from world renowned psychologists around the globe.  The evidence is presented in a “three-part framework”.  For things to change, somebody somewhere has to start acting differently.  Maybe it’s you, maybe it’s your team.  The analogy that develops throughout the text is that each person has an emotional “Elephant” side and a rational “Rider” side.  The weakness of the Elephant, our emotional and instinctive side, is clear: It’s lazy and skittish, often looking for the quick payoff (ice cream cone) over the long-term payoff (being thin).  Most of us are all too familiar with situations in which our Elephant overpowers our Rider.  The Elephant’s hunger for instant gratification is the opposite of the Rider’s strength, which is the ability to think long-term, to plan, to think beyond the moment.  However, the argument is made that the Elephant also has enormous strengths and that the Rider has crippling weaknesses.  So the objective is to “Direct the Rider” and “Motivate the Elephant”.  Dan and Chip effectively communicate the ways in which to do both. 

 

The third part of the framework is that every Elephant and Rider need a clear path to succeed.  Therefore, tweaking the environment around you to influence your change is vital to your success.  A similar argument made in Bryan Wansink’s book Mindless Eating (btw, a Bob Wright favorite), where he proves that plate size influences eating habits.

 

So to make a Switch you must: Direct the Rider, Motivate the Elephant and Shape the Path. 

 

I found the most insightful part of the book was when Chip and Dan Heath describe that successful switches happen when people find the bright spots meaning we should investigate what’s working and clone it!

 

I really enjoyed Switch and I think you will too!