Mastering Personal Change -...

The Knowledge for Life Series

Mastering Personal Change

Henry S. Miller

President, The Henry Miller Group LLC

Author, The Serious Pursuit of Happiness

2 | P a g e Copyright © 2012 – 2013 Henry S. Miller


Copyright © 2012 – 2013 • Henry S. Miller • All Rights Reserved.

The Henry Miller Group LLC • P.O. Box 1537 • Los Gatos, CA 95031

www.millergroup.com

http://www.millergroup.com/



Introduction

elcome to The Knowledge for Life Series – a series of white papers

addressing some of the most common challenges that face each of us in this

21st century world – and the valuable knowledge, proven strategies, and

time-tested techniques that are necessary to successfully deal with them. The goal of these

white papers is to provide you with powerful additional tools that you can add to your life’s

“toolkit” to better help you flourish and thrive so you can live the happiest and most

fulfilling life possible for you.

In this white paper, Mastering Personal Change, we will address what you need to learn

to successfully deal with and master whatever personal changes become necessary in your

lifetime. This capability is one of the most valuable skills you will ever need in a world that

is constantly changing – and forcing each of us to change right along with it. We try to react

to change in a positive and productive way, but sometimes feel overwhelmed and confused.

To provide you with the knowledge needed to master personal change, this white paper will

cover the definition of change, examples of change, the impact of change on you, change

models including the three stages and four phases of personal change, the major challenges

of facing change and overcoming your resistance to change, the nine steps to master

personal change to move through the transition stages more easily, the six “Cs” to become

a change master, and the four keys for mastering transitions from the “old” to the “new.”

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Definition of Change

here is really only one constant in the world: change. Change is a way of life

today – and it can be either unexpected, sudden, and unsettling, or planned and

welcomed. Everything – and everyone changes. And change today happens

quickly. No longer are there short periods of change followed by long plateaus of stability.

Instead, there seems to be a continual, never-ending series of changes that we need to

learn how to live with and thrive in. Internal domestic economic and social pressures as well

as external global forces contribute to accelerating change in both our personal and

professional worlds.

Change can mean new opportunities – and dealing with it requires transition from an old,

familiar situation to a new unknown one. No matter which change you are facing, initial

phases of change inevitably involve some form of loss – loss of security (including job

security and security of knowing what will happen next), loss of territory (including areas of

influence and often changes to physical space), loss of relationships (including those with

family, friends, co-workers and customers).

Examples of Change

hange comes in all shapes and sizes. Sometimes it’s changes in your work life

(responsibility changes, job changes, location changes, and organizational

changes like reorganizations, mergers, acquisitions, or downsizings). Sometimes

it’s personal and lifestyle changes and/or transitions (like life situation changes, moves,

retirement, return to work).

No matter what form of change you face, however, in response to this constant need to

change, you need to become change-capable, change-hardy, and ready and able to meet

these change challenges while staying effective and productive. As life becomes more

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complex in all four major categories of social, economic, environmental, and cultural

change, you need to be more able to adapt and embrace new ideas, behaviors, and thought

patterns.

Impact of Change on You

“Diseases always attack people when they are exposed to change.”

- Herodotus, Histories, 5th Century B.C.

hange is like a rock dropped into the center of a pool – one splash sending a

rippling effect out through all areas of your life.

All change – personal or organizational – involves a “loss” of some kind. Even if the loss is

only the “loss of the familiar,” it’s these losses that bring with them feelings of uncertainty

and remind us of our need to find some way to transition through the change.

When change comes to us, the ripples can cause disruption, distress, excitement, and even

crisis sometimes – and can cause mental, physical, and emotional reactions. And these

disruptions may not just affect your mind and your emotions and your feelings about

yourself, but can often affect you physically as well – and even make you ill.

When facing any type of change, you need to be alert to possibilities of signals from your

your mind and body and your emotions and to monitor your responses to change. Physical

responses in your body can include headaches, rashes, a feeling of exhaustion, stomach

problems, minor pains, and colds. Mental changes can occur as well, including negative

thoughts, confusion, difficulty concentrating, lowered productivity, sleeplessness, and

forgetfulness. Change can also evoke unexpected new feelings of anxiety, anger, fear,

frustration, depression, excitement, even leading to withdrawal. As with any and all physical

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and mental changes to our bodies and mind, the sooner you notice these, the sooner you

can take action to address them.

Changes at work invariably result in more work, more stress, a heightened risk of losing

your job – all in all, not a positive environment for dealing with and accepting change.

One significant truth: Everyone adapts to change differently. Some are “change masters” –

some are mastered by change. Often it takes enormous effort to adjust to the changes you

face – and requires you to have honed your skills of change mastery – the ability to respond

positively, quickly, and flexibly to new demands and changes. And that is the focus of this

white paper.

Change Models

ortunately for you (and for all of us), dealing successfully with change is not a new

topic – and, over time, various powerful, proven “change models” have been

developed to help guide people through the various stages and phases of

mastering any and all changes, large and small. I am including one such “change model”

(as seen below) that will help guide you through the various stages and phases of personal

change. This model draws from and actually overlays three major prior models that have

been in use for quite some time: Scott and Jaffe’s 1995 four phases of change and the

signs of each, Bridges’ 1988 three stage process to deal with change – and then both of

them have been overlaid with Elizabeth Kubler-Ross’s 1969 seminal work On Death and

Dying’s seven emotional stages of dealing with loss, tragedy, bereavement, and grief. Our

experience using this model validates the veracity of all of these proven models and stages

and phases.

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Here is the Change Model and the change process we will be following in this white paper:

>

* > *

* *

* *

Stage 1: The Ending of the “Old” [Loss] Stage 3: The Beginning of the “New”

* *

Phase 1: Denial * Phase 4: Commitment

(K-R: Shock, Anger, Denial) * (K-R: Acceptance)

Numbness / Minimizing * * Vision

“It can’t happen here.” * Focus

Business-as-usual attitude * * Balance

“They don’t usually mean it.” Alignment

Refusing to hear new information * * Teamwork / Cooperation

“How good things were in the past.” “I know where I’m headed.”

* *

* *

* *

* *

* * < * * * * * *

* *

* * * Stage 2: Transition *

* Focus on the Self *

* *

Phase 2: Resistance * Phase 3: Exploration

(K-R: Bargaining, Depression) (K-R: Recognition)

Focus on the Past * Focus on the Future

Anger * * Energy

Loss and hurt * * Chaos

Stubbornness * * Clarifying goals

Blaming others * * Indecisiveness

Complaining * > * Unfocused work

Getting sick Learning new skills Doubting your ability Exploring alternatives “What’s going to happen to me?”


Major Challenges

sing this “change model” as a visual guide during our mastery of personal

change, you will immediately notice several important features about this model:

First, if you follow the path indicated, you’ll see the three stages that we all

inevitably go though during change: Endings, Transition, and Beginnings.

Second, you’ll notice the four phases we all experience as we progress through the

three stages during this transition process, Denial, Resistance, Exploration, and

Commitment, and,

Third, of particular note is Stage 2: Transition, where you’ll notice the possibility

of spending additional time dealing with various aspects of the transition (as

indicated by the graphical idea of continuing circles in Stage 2) before moving on to

the new beginnings in Stage 3.

Again using this change model as the basis for our analysis, some of the major challenges

individual people as well as entire organizations face when attempting to master change

include the following situations:

What individual people and organizations would like to happen:

Individuals and organizations both wish they could go directly from Stage 1: The

Ending of the “Old” [Loss] to Stage 3: The Beginning of the “New” without allowing

time for the individuals either separately or in an organization to go through Stage 2:

Transition. And why wouldn’t they want to go directly? It’s certainly a much more

direct and efficient path to the “new.”

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And,

If the individuals can’t themselves or if the organization can’t get their employees

to go directly from Stage 1: The Ending of the “Old” to Stage 3: The Beginning of

the “New,” then at least they would desire for people to try to spend as little time as

possible in the Denial, Resistance, and Exploration phases that are inevitable during

Stage 1: The Ending and Stage 2: Transition.

What happens to people in reality:

Almost everyone wants to minimize resistance to change, but the reality is that it is

wishful thinking to try to go directly to the “New” without experiencing feelings of

loss about the “Old” and resistance to the change – and it is just as necessary for

people to also spend time in their exploration of what the future might hold for them.

Fact:

If either you individually or your organization try to omit completely or minimize the

time spent in Stage 2: Transition, then eventually, even though maybe not

immediately, you or the people in any organization will not be able to sustain

commitment to the “New” and will inevitably slip back to the missed phases of

resistance and exploration – making the entire change process take much longer and

possibly be even more painful than it needed to be for both individuals and

organizations.

Key Lessons for individual people and organizations:

1. Need to allow time.

We, individually need to allow time for us to adjust to change during the

Stage 2: Transition stage – both for individual, personal change and for

organizational change. That’s why it’s there.


The truth is that people keep circulating back and forth during the Transition

stage between Resistance and Exploration for a while until they finally can

reach Acceptance of and then Commitment to the new order of things.

Sometimes time is spent there because they get a lot of attention from

resisting – both negative and positive attention – but still “attention.”

2. Individuals need help during Transition.

Individuals need help in the form of additional information and reassurances

during this Transition stage – and organizations can often provide the help

needed to minimize time spent in the second stage of Transition – once they

know the assistance is needed.

3. Best is to allow yourself to experience your feelings in all four phases.

If you are willing to allow yourself the time you need to go through ALL three

stages and to experience your feelings in ALL four phases of change, this can

actually reduce the total time you spend adjusting to the change – and can

actually reduce the overall physical, mental, and emotional impact of the

change on your body and your mind.


Nine Steps for Mastering Personal Change

o effectively create lasting behavioral change, there are nine steps you need to

follow:

Step 1: Create Commitment

The first and most powerful step you can take towards eventually mastering any change is

to create a vision of what your future situation would look like after you have made the

change you are facing. This ability to create a vision is a core change management skill and

has been used successfully by individuals and in organizations for decades.

To be most effective in creating a commitment to the change, picture your best idea

of what would be your best outcome as a result of the change. Imagine as positive a

future for yourself as you can. Our actions tend to follow our thoughts, so picture a

positive future (so often, we end up where we envision we will, be it positive or

negative and unattractive, so picture the positive). Once you get a clear

understanding of the benefits from the change, you can incorporate them into your

vision. Consider engaging your “right brain” by drawing a sketch to symbolize your

picture of the future. Another strategy is to use an object or a word to symbolize this

desirable future – and to keep reminding yourself about it.

This vision can act as an “emotional lighthouse” pulling you forward – a beacon to help you

to build the necessary commitment to successfully adjust to the change. Imagining the

positive results from committing to the change can give you courage to move forward.

Sometimes, creating a positive vision before moving forward is particularly tricky if you are

still in the Denial phase, so you may need to get others to help you.

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Step 2: Acknowledge the Issues Facing You about the Change

The second step is for you to acknowledge any and all issues that you have about the

change. In order to successfully trade in your familiar expectations that exist in the “Old”

situation and be willing and able to move on to the “New” beginnings, you need to (almost

literally) say “Good Bye” to your past expectations and familiar habits and routines. What is

key here is for you to fully feel the “loss” of letting go of the past, deal with your feelings

about the loss, then, let go of the “Old” and move on to the “new normal.”

Recognizing any feelings of resistance is important here, so that you can deal

constructively with your resistance and avoid getting “stuck” in Phase 2: Resistance

and the pain that accompanies that phase.

One comforting thought is that it is very common (almost unavoidable) to be in two phases

at one time (e.g. resistance and exploration). This back-and-forth “pull” on your feelings

about the familiar past and anxiety about the unknown future is normal and even

predictable – although that predictability doesn’t make it any more pleasant to deal with.

One of the hardest challenges in any personal change is to move from Phase 2: Resistance

to Phase 3: Exploration – since you often miss your familiar feelings of resistance. This is

why, if you’ll notice on the change model, there is a “loop” around Stage 2: Transition to

acknowledge graphically that you’ll find yourself moving back and forth between these two

phases frequently as you work through the possible impacts of the change.

Step 3: Take Control of Yourself

Step 3 is about you building and strengthening your feelings of self-efficacy. And, self-

efficacy is a feeling of power that you can accomplish what you set out to do. How

important is this? See what Bandura has to say:


“The stronger the perceived self-efficacy, the higher the goals people set for

themselves and the firmer their commitment to them. People of low efficacy are

easily convinced of the futility of effort in the face of difficulties. They quickly give up

trying. Those with high efficacy view impediments surmountable by improving their

self management skills and perseverant efforts. They stay the course in the face of

difficulties.”

- Dr. Albert Bandura, psychologist, 2004, Health, Education and Behavior

Here are four proven strategies you can take to take control of yourself and build your self-

efficacy:

A. Control your reactions to change

Even if the change you are facing is out of your control and makes you feel you have

limited power or ability to affect its overall outcome, still, it is important for you to

control your inner/emotional responses to change, your attitudes, and how you

interact with others during the change process. Some possible proactive actions you

can take to help you control your reactions include:

- Gather information about what will happen and proactively ask for any help

and support that you believe you will need.

- Influence the change process by making suggestions, talking with others

and adding your input when appropriate.

- Practice physical self-care so you will have sufficient energy to make the

changes necessary.

Any or all of these actions allow you to feel more in control of yourself and will

increase your ability to more successfully manage the change.


B. Control yourself and manage yourself through the change

Some proven ways to help you manage yourself throughout the change process

includes the following:

- Mobilize your energy to help you move through the various change phases.

- Take action on what you can control. Be willing to take some risks as you

see opportunities opening up in the “New” post-change situation.

- Respect yourself during the process. Fight against negative self-talk.

Usually, you did not create any difficulties you may face during the

change process, so try to avoid taking a negative view of the future.

- Instead, create a positive inner mental climate and face the future

positively. It is important to see yourself as someone who is capable,

valuable, and able to make it through the change and to thrive in the

“New” post-change world.

- Develop a bias for action. Try something to help you better manage

yourself. If blocked in that attempt, try something else.

- Identify and mobilize your strengths so you are prepared to take advantage

of any opportunities that become apparent as a result of the change.

C. Practice self-renewal

One important action for you to take is to be extra-conscious of taking proper care of

your body during the crisis of change so you will have energy. Don’t underestimate

the physical toll the stress of change can take on your body, and fight against it via

proper nutrition/diet, getting sufficient rest, exercise, and trying to stay balanced in

your thinking.


D. Rebound from adversity

Don’t let the inevitable adversity that we all encounter in our lives weigh you down

for long. Everyone sometime faces defeat, pain, unfairness, and bad times. “Change

masters” are the people who are able to pick themselves up and start over again no

matter what instead of becoming the “victim” and feeling the pain of that role by

taking defeat to heart and feeling unworthy. Take action to make today’s failure

tomorrow’s opportunity. Be the hero in your own life play. Take a risk even when the

outcome is uncertain. Focus on mastery to keep you confident of success.

Step 4: Mobilize (Create & Expand) your Support Network

The fourth step is to reach out to others to form (or expand) personal relationships with

family, friends, and colleagues and to engage with your support groups. Create your own

virtual support network by expanding your support beyond family/friends/colleagues to

build new relationships by joining new organizations to help you. Even create your own

virtual “board of directors” to help guide you through the change process. In this way, you

can gain feelings of belonging and increased self-worth from your social support network.

Share your change challenges and create a feeling of accountability and mutual support

from the group. Consider creating partnerships or trios and check in with each other on a

regular basis to provide mutual support during the change. Seek out relevant information

about change opportunities and seek emotional support as you need it. This constant

support can help you to continue through the change process. Engage with people in your

support network to the point where you believe you can continue the desired behavioral

change successfully.

If the change is an organizational one, the organization can provide support by highlighting

links to past accomplishments to shore up confidence of future success, provide role models


of people who have successfully already transitioned, provide mentors to help in the

process, and offer frequent and positive verbal persuasion.

Step 5: Stay Motivated Throughout the Change Process

Sustaining your motivation throughout the change process is important. Step 5 recognizes

this need. The good news is that most people feel that humans are naturally proactive and

they work to master their environment. We humans have a tendency toward growth and we

need the nutrients of autonomy, competence, relatedness to function effectively.

Motivation can be externally-driven or be intrinsic – where we know what we’re doing and

we know why we are doing it, so our drive to be successful comes from inside. We “want to”

do what we’re doing. And this intrinsic motivation leads to greater levels of persistence,

better performance, better physical and mental health, and better personal relationships.

Throughout the change process, it is important that we know how to motivate ourselves.

Here are three proven strategies:

1. Create an “If, Then” written plan where you define the conditions and

consequences of your actions and your plans.

2. You need to overcome Newton’s Laws of Motion: A body at rest tends to stay at

rest, a body in motion, tends to stay in motion. Don’t allow yourself to be rendered

immobile by the personal change facing you.

3. Insure you have the three drivers of motivation working for you during a change:

1) Insure you have the autonomy you need to act on your behalf.

2) Work towards mastery in whatever you do. Perfection is unachievable

except for moments, but it’s the goal we need to strive for.

3) Have a purpose. Define your life in such a way that you are focused on and

working toward some higher purpose (your “calling”).


Although using “carrots and sticks” to create motivation in the short run may work,

they will not be effective for creating lasting motivation in long run. This is an

important distinction both when mastering change and when deciding how to

motivate children.

Step 6: Accept the New Change

Our sixth step is the real goal, at least on an intellectual level: accept the new change. To

most efficiently accomplish this goal, be open to learning new ways. Become a lifelong

learner. Learn whatever new technical and human skills you will need to be a productive

and contributing member of the “new.” Ask people who are or have been in similar

situations how they learned what they needed to know. Push beyond your comfort zone to

try the new. Take positive action – even if you don’t have all the information you need.

Follow your hunches. One strategy you don’t want to use is to be too cautious and wait until

you have all the information…you will often be too late and others will have gotten the jump

on you.

Step 7: Say “Good-Bye” to Old Ways

Equally important as accepting the new change is, in your mind at least, actually saying

“Good-bye” to the “Old” situation and, if appropriate, your “old” ways to thinking and

acting. Leave behind any of your limiting, pessimistic thoughts and beliefs that have been

holding you back from exploring and then accepting and committing to the “New” way.

Some examples of these limiting, often negative thoughts are: “I can’t do this.” “I

can’t change.” “They don’t care.” “I just can’t learn this.” “The future is going to get

worse.” “There aren’t enough money/resources.” “The company can’t change.”


Limiting thoughts and beliefs like these are damaging both to your motivation and to your

ability to positively approach change, because they prevent you from trying new ways or

taking risks. You get trapped and become a “victim” of change and get left behind because

you haven’t learned how to keep your mind open to new ways.

Rethink your limiting beliefs. To do this most effectively, consider following this process:

1. Take responsibility for yourself and your attitude and actions,

2. Experiment and explore the “new” situation,

3. Create positive affirmations for yourself personally to build strength and remind

you of your positive qualities,

4. Rehearse and practice positive visualizations about you and your best future.

5. Reframe to see whatever challenge or change facing you as a positive opportunity

for your future and prepare to take full advantage of any and all opportunities

that come with the new situations you may find yourself in.

6. Enhance positive and empowering beliefs about the change and how you might

adapt to it. Some examples are: “I can make a difference.” “There can

always be a better way. “There is always a solution.” “Change is normal.”

“I’ve succeeded in the past and I’ll succeed now.” “I am capable of changing.”

Step 8: Commit to the New Opportunity

Once you have said “Good Bye” to the “Old” and accepted the “New,” it’s time for you to

create and sign a written contract supporting the change if appropriate. This contract will

cement your commitment to the new opportunity and take you one step closer to being a

part of the “new” solution instead of part of the “Old” problem and risk being left behind.


Step 9: Instill New Habits

For any personal change to last, you need to fight against the “familiar is seductive” allure

by instilling new habits as soon as possible. The good news here again is that changing

habits is quite doable – we do it all the time throughout our lifetimes. Most experts believe

that it takes between 17 to 21 days of “willpower” or just sheer mental “brute force” in

order to successfully instill a new habit and to replace the old familiar ways of thinking and

acting. Often, connecting emotionally with your new members in your new situation can

help instill these new habits.

The Six “Cs” to Become a Change Master

he six “Cs” that are the keys to becoming an effective change master – a person

who is the most successful at mastering the personal changes facing them – are

the following:

1. Committed

Individuals who are change masters are willing to commit to the “new.” They make certain

that they understand the “big picture” of what is going on with the change: why it is

necessary, what the future could look like once the change is complete, and how they “fit”

into the “new” future. For changes at work, they stay actively involved in all aspects of the

change and are willing to make firm commitments to their new jobs and new responsibilities

– to be a positive participant in making the “New” work instead of clinging onto the “Old”

and resisting the change.

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2. Challenge

A second key to mastering change is to be able to view the change as a challenge and an

opportunity – instead of just as a “loss.” Successful change masters keep their focus on the

possible options ahead and the future potential opportunities that might arise as a result of

the change. Seeing the change as a “challenge” to be overcome allows them to remain

focused on the future instead of lingering in and longing for the “Old” and the familiar.

3. Control

The third key to effectively mastering change is the change masters focusing their attention

on things they can control – instead of what they can do nothing about. So often in change

situations, many if not most of the forces driving the change are forces we have no control

over – and, instead of wringing their hands about those things and feeling powerless, the

change masters instead tend to the things they can affect and gain some positive feelings

from that focus.

4. Contribute

The most successful change masters are always looking to go above and beyond their job to

contribute more by looking for additional work to do. They are focused on adding additional

value by being willing to go outside their job and going where the challenges are and

tackling them head on. By contributing in this way, they not only feel more a part of and

more committed to the change, but are also able to create their own additional security. So,

for you when facing a change, be an information seeker. Be curious. Learn the big picture of

what the needs are to make the change successful – and commit to contributing.

5. Competent

Change masters are multi-competent. They keep learning new skills so they’re at less risk of

possible irrelevance or obsolescence. And, not only do they remain competent, they also are


flexible – they are able to let go of old dreams /expectations that no longer fit the “new”

situation and are willing to risk doing something new instead of staying “stuck” in the old

ways of thinking and acting.

6. Connected

The sixth “C” to being a change master is they stay connected with other people in order to

learn what they need to know about the change and the future. They ask co-workers and

other people for help and support when they need it. Communicate across boundaries,

influence one side or another, broker information, mediate differences. All these roles are

essential during any change and can make you invaluable during the process – while

helping you adapt to the “new.”

Four Keys to Mastering Transitions

hether you are facing a personal transition such as retirement, return to

work, career change, lifestyle change, or you are part of an organizational

change – a reorganization, a merger, or a downsizing – here are four keys

for mastering the transition from the “old” to the “new:”

1. Listen to yourself

Change can be stressful – and sometimes it’s easy to lose track of your own voice. Heed

your hunches about what you need to do during the change process. Don’t let a good idea

get away. Record your thoughts, responses, and action ideas as the change unfolds so you

can take maximum advantage of the inevitable opportunities that will emerge if you are

willing to look for them.

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2. Focus on a few actions at a time

Often, change brings with it a seemingly endless list of things to do to adapt to and master

the change. Don’t overwhelm yourself with trying to do everything immediately – it’s usually

impossible and it’s a good way to go nowhere. Instead, focus on one or two actions to begin

with at a time. Build success in small steps – and always be making progress.

3. Give yourself time

Accept the reality that the building of Rome and the accepting and mastering any new

change won’t happen in a day. Recall it’s the same with new habits. So, apply the 21 day

rule of changing behavior. Remember that it takes about 17-21 days to establish a new

habit – and about 21 days to get rid of an old one. Give yourself time to adjust by keeping

your expectations in check.

4. Review your change action plan daily

One of the most important keys to successfully mastering transitions is to first, create your

change action plan – all the things you need to do to be successful in the change – and they

put your list of actions steps where you can see them regularly. Staying focused on what

you need to do will help you navigate even the roughest change seas.

Conclusions

he need to master personal change has never been more important. Change is

unrelentingly constant. There are no longer “rest periods” between the changes –

instead, change is a staple of life today – and the pace of change seems to be

accelerating. But, as the strategies in this white paper indicate, personal change can be

managed successfully by learning and then adding these proven strategies and tools to your

life “toolkit” – and then implementing them into your life when needed.

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Summary

n this Knowledge for Life Series white paper on mastering personal change, we have

covered important information and major strategies for successfully dealing with

personal change including: the definition of change, examples of change, the impact

of change on you, change models including the three stages and four phases of mastering

personal change, the major challenges of facing change and overcoming your resistance to

change, the nine steps to master personal change so you can move through the transition

stages more easily, the six “Cs” to becoming a change master, and the four keys to

mastering transitions.

I sincerely hope the information here has been valuable for you.

If you would like to go beyond mastering personal change and learn everything you need to

know to flourish and thrive so you can live the happiest and most fulfilling life possible for

you, please visit: www.theseriouspursuitofhappiness.com.

Henry

Henry S. Miller

President, The Henry Miller Group

Author, The Serious Pursuit of Happiness

About the Author

Henry S. Miller is an organization transformation consultant based in northern California, USA. As President of The Henry Miller Group, he specializes in helping organizations improve performance and productivity specifically by increasing the overall well-being of their employees. He is the author of The Serious Pursuit of Happiness and can be reached at [email protected].

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http://www.theseriouspursuitofhappiness.com/

mailto:[email protected]


References:

1. Scott, Cynthia, Ph.D., M.P.H. and Jaffe, Dennis, Ph.D. Managing Personal Change, 1995-2009.

2. Bridges, William. Managing Transitions, 1988. 3. Kubler-Ross, Elizabeth, On Death and Dying, 1969. 4. Bandura, Albert, Ph.D., Health Promotion by Social Cognitive Means, Health Education & Behavior, 2004. 5. Martin, John, Positive Strategies for Managing Change, www.nald.ca, Organizational Behaviour, 2001. 6. Leavitt, H.L., Applying Organizational Change in Industry: Structural, Technological, and Humanistic Approaches, Handbook of Organizations, 1965. 7. McKenzie, Carol, Mastering Change, 2000. 8. Ashford, S.A., Edmunds, J. and French, O.P. What is the best way to change self-efficacy to promote lifestyle and recreational physical activity? A systematic review & meta-analysis, British Journal of Health Psychology, 2010. 9. Deci, Edward, Self Determination Theory (SDT), 2004. 10. Pink, Daniel, Drive: The Surprising Truth about What Motivates Us, 2010. 11. Halvorson, Heidi Grant, Ph.D., Succeed: How We Can Reach Our Goals, 2010. 12. Kobasa, Suzanne, Maddi, Salvador, and Syme, Leonard, Study on Longevity, Mastering Personal Change, 2009, Success Disclaimers: We don’t believe in shortcuts to happiness – only in adding value and showing others the proven paths to a happier life. Our intellectual property in all its forms is intended to help you gain the knowledge you need to take action and change your life in positive ways so you can flourish and thrive and increase your overall feelings of happiness and well-being. As stipulated by law, we cannot and do not make any guarantees about your ability to implement our recommendations and get positive results or be successful at increasing your level of happiness, fulfillment, and well-being. Our various publications and programs are intended to help you learn what you need to know to

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