Sep 4, 2013 | Blog

The Pitch for Change: Cultivating New Paradigms

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I grew up in a rural Virginia town in the home of my maternal grandparents. There was a garden adjacent to the house that my grandfather put a lot of energy into, cultivating it so we could have fresh vegetables. He used a pitchfork to hurl out things out that were of no use to the nurturance of the soil, or pitched those things that provided crop growth enhancement.

 

Paradigms, which are mindsets, outlooks and perspectives that we have on ourselves, others and the world, fall into both of those categories. As human resource professionals and leaders, there are times we need to pitch out or pitch in as the environment changes around us - whether in viewpoints or venues because there is a benefit in doing so.            

 

My grandfather had rhythm in these cultivation actions for our garden. Change too must have momentum and purpose to bring forth a paradigm shift. This holds true for business, community, family, or personal situations.

 

Our habits – the good and bad attitudes and routines are like paradigms that get us through the day. However, a moment arrives in which a review of this stash of actions and behaviors on which we operate becomes a necessary exercise. Our quest for personal, community, and professional progress may require that we start the process of pitchforking paradigms - to bring new perspectives and eliminate certain habits that will benefit our landscape. Here’s where a survey might be helpful. Ask yourself:

 

  • How can I make a situation, me, an operation, a career, or my family, better? 
  • What things can I toss out? 
  • What things should I leave in place?
  • What has changed around me that calls for updating my skills, strategies and/or style?   
  • What kind of environment do I want to cultivate?            

 

These are tough but necessary questions in order to manage personal change.

 

John F. Kennedy once said, "Change is the law of life and those who look only to the past or the present are certain to miss the future." We probably come across those who are stuck in the past or too bogged down with low priority matters to look ahead and decide how to grow what they want to harvest.  In addition to ourselves, how do we facilitate others in shifting their paradigms?

 

This can be difficult given the demographic, economic, global, technological, family and community shifts occurring every day.

 

How do we become agents of change? Not  just retreat or stand by and observe, but facilitate something new, whatever it is. One key method of this type of leadership is an ability to empower others to change their condition by alerting them to the truth that different situations require new actions. We are creatures of habit, but we are also creatures of choice. 

 

Let others know they can hold on to their principles but adapt as necessary. And before putting up the banner of resistance, get the necessary information to guide them toward realizing the benefits of the change. Look for win-win situations and before ruling out a new initiative, look to see what can be gained. In spite of the inevitable chaos and discomfort of change, hope and success can be achieved. Use these tools. Pitch the right time to do it!

 

 

Deborah L. Parker is Chief Inspirer, author and speaker of The DPJ Training Group. She specializes in result -focused programs on leadership, career and diversity management for federal and private sector audiences, and blends her experiences as an Army reserve officer and corporate manager with a B.A. in Sociology and M.A. in Human Resource Development. In addition, Deborah is a frequent author, including her most recent book, Hardcore Leadership: 11 Master Lessons from My Airborne Ranger Uncle’s “Final Jump,” Deborah is a member of the Metro DC Chapter of ASTD and when taking a break, she enjoys travel and long walks.