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Delivering Effortless Change

Effortless change… an oxymoron or the simple truth? Why do some people seem to embrace change and others fight it tooth and nail? Are you a victim to change? Does your organisation suffer from change fatigue? Or like a chameleon is change just a natural part of life?

As an Organisation Development specialist for more than 20 years, I was concerned with how effectively (or not) organisations were enabling their people to do a good job. We carried out employee surveys, customer surveys, re-designed structures, re-designed jobs, designed policies and procedures, reviewed internal communications, launched visions and values, developed leaders, and so on!

Each of these activities was driven by a belief that we could deliver better results by in some way changing people’s behaviours. Of course, the evidence suggests otherwise, organisational change usually falls short of expectation or is simply not sustainable. This is often true of personal change too. New years’ resolutions have got themselves a bad name. Goals and objectives are often used against us as we fail yet again to achieve them!

What is change? Is it something to be fearful of because it’s different or nothing more than a natural, organic process as we grow and adapt? What are we missing? The way we view change (i.e. think about it) makes a significant difference to our experience of it and therefore how we judge the outcome. When we truly understand the role of thought in creating our experience, we see that change is only a thought. And when we see the truth of this, we see through the illusion of adding extra meaning to ‘what is’.

The key to effortless change is therefore in helping ourselves and others understand the inside-out nature of our experience; to see the 100% nature of the link between thought and feeling. Leaders can significantly reduce the risk of fear and resistance by genuinely involving their teams in understanding what is happening. We can discourage extra meaning making by listening deeply to people’s views and by giving them a voice.

With less interference, less meaning making, we see ‘what is’ with greater clarity. With a clear mind we intuitively know what to do to achieve success, we are naturally creative, connect with others, and listen for insights. This is the beauty and simplicity of effortless change.

The investment in a different relationship with change is definitely worth it. When you and the people in your organisation see how the mind works from the inside-out, rather than the other way around the only ‘target’ is about reducing interference (insecure thinking) thereby increasing the person’s natural potential. We are designed to thrive. Organisations are nothing more than collections of individuals working together. When we harness the natural potential of everyone in the organisation, it thrives too.


  1. Caroline,
    I’ve read all of your entries and I think they’re brilliant. Really well written, no jargon, nice, simple language (I want to use words like reassuring and comforting to describe the way you have explained these principles). Can’t wait for the book. I love the website as well. Best wishes, Simon.


    1. Thanks Simon; it was great to get your feedback and to test that this link actually works! It would be great if you would hit the ‘follow’ button because this would mean that you would receive future blog posts.

      Liked by 1 person

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