The Dirty Dozen Belief #1: I Must Have Approval

Values = Beliefs = Choices = Behavior  = Outcome

Your life is a reflection of values and beliefs that influenced the choices you saw, decisions you made, and created the life you have today. When you understand the link between the beliefs and behaviors that shaped your life,  you can  begin to question if those beliefs are still valid, and will they enable the changes you desire in your personal and/or professional life. They led you to where you are today, but will they take you to where you want to be in the future?

The saying “Insanity is doing the same thing and expecting different results” has almost become a cliché, but that doesn’t mean it’s not true. If you want a different outcome you have to engage in different behavior. This is challenging because behaviors become habits and automatic reactions that are supported by beliefs  that may no longer be relevant. Change is difficult to make and sustain because it requires replacing both beliefs and behaviors that are barriers with new ones that facilitate realization of the life you want. Not doing this leads to a pattern of setting goals and New Year’s Resolutions but not achieving them.

The need for approval is the limiting belief I hear most often from clients who aren’t successfully making the changes they say they want. When your first thought is “what will they think if I do this”, you’re giving someone the power to control your future.  You’re saying that they know better than you do what’s best for you and if they disapprove of the change you want to make you must be making the wrong choice that will result in the wrong decision. 

When you fail to make the choice that you believed was a better choice for you because someone disapproves, you live the life they want you to live.  You choose their approval over your happiness.  You end up unhappy and wonder why?

When you turn an individual decision into a group decision by seeking approval for the changes you want to make, you’re asking permission from someone who likely doesn’t have the same goals you do. They won’t live with the feeling of being stuck in a life they’re outgrown that you will.

It’s not difficult to understand why the fear of disapproval is so prevalent. As a child, you didn’t question  what someone else said you could not – or should not – do.  You accepted what they said as truth because they were older and wiser.  Approval from parents, teachers, and fitting in with your peer group felt good. Doing what they wanted you to do was rewarded while doing what you wanted to do was punished and being different from your peers could lead to being ostracized.

Seeking approval becomes a habit that’s hard to break. As adults we have the power to make decisions about our life, even if others disapprove or we’re ostracized by our peer group. Disapproval doesn’t feel good if we believe the negative feedback and criticism we may hear from others when we share our goals.

Who wants to hear “you’re too old to do that,” when we say we want to change careers; “what if you lose all your money,” if you share that you’re thinking about starting your own business;  “are you crazy, you’ll never find another partner better than the one you have now, when you say you’re thinking about ending your relationship; “do you know how expensive tuition is these days,” if you’re wanting to go back to school; or the overall guilt inducing one, “why can’t you be happy with the way things are, you’re so blessed.”

As an adult you can still be ostracized by your peer group who may be threatened by the changes you’re making.  Losing weight requires you to change your diet. If your social life centers around food and wine – too much food and wine – sustaining the behavior that results in losing weight may affect your relationships. Successfully making any type of change that requires you to move out of your comfort zone may threaten your existing relationships and require new relationships with people who are already – or on their way to – living the life you want to live.  

You can question – and should question – the opinions of others that can become a barrier to making changes you want to make, especially when they make you feel worse instead of better about yourself. Unfortunately, the world we live in tends to focus more on limits than on possibilities. We often believe the criticisms and negativity we hear from others when it’s really their insecurities being expressed as their opinions.

You have to ask yourself why their approval is so important to you, why you think you need permission, and what bad thing you fear will happen if they disapprove and you move forward with the changes you want to make anyway. 

I’ve faced disapproval from friends and family when I’ve made significant life choices that they didn’t understand. What I’ve learned is that most people will express their opinion without you asking what they think, those who disapprove will get over it and eventually say “I always knew you could do it,” and life works much better when you make choices that you believe are best for you.

The table below illustrates desired beliefs and behaviors that replace the limiting beliefs and behaviors that have become a barrier for you.  My clients have found that following the “A,B,C”  process is effective in reexamining and replacing limiting beliefs and behaviors with ones that support personal growth.

A = Awareness of situations where you feel the need for approval and the people you seek approval from. Who is your “they” when the thought of “what will they say” pops into your head.

B= Belief about the consequences of disapproval. What is the fear of disapproval based on? Is this a valid fear?

B = Behavior that doesn’t support you in achieving your goal that you can recognize, stop in the moment, and replace with behavior that does.

C = Choice you make to consistently follow the ABC process described above, question the criticism you hear from others rather than accepting it as fact, and to spend more time with people who support your goals and less with people who don’t.

Following the ABC process will feel uncomfortable in the beginning, but if you’re consistent it will eventually feel natural. Your level of confidence and quality of relationships will increase as you take charge of creating the life you want.

 Limiting Beliefs & BehaviorsDesired Beliefs & Behaviors
BeliefI must have approval.Approval is nice but not necessary.
ThinkingWhat will they think? Everyone must like me. If others disapprove of what I want to do it means I’m making a mistake.They will think whatever they think and that’s ok. Some people may not like me and that’s ok.  Do I  like everyone? If others disapprove of what I want to do it doesn’t mean I’m making a mistake.
AttitudeAccommodating IndecisiveConfident Decisive.
BehaviorI only do what someone tells me I should do or can do. I turn an individual decision into a group decision.I take responsibility for making decisions that are best for me.
OutcomeI am living someone else’s life and wondering why I’m not happyI am living the life that’s the best life for me and I’m building relationships with people who support me.

Riding the Roller Coaster of Unexpected Change — Part I

The Transitions Curve Model is commonly used to illustrate the different phases –and emotions- we experience as we move through the transition process that is triggered by change.

Change is an event.  Transition is the process of adapting to what is different because of the change.


Transition is triggered by an ending.  Something we once had we no longer do. A way of living, thinking, and/or feeling has changed – and changed us in the process.


This may or may not be a change for the better. If we didn’t choose to make the change, we aren’t likely to believe it is a good change. But, even when we choose to change, there is still no guarantee that the choice we’ve made will bring us what we expected. Either way, we still experience a time of transition until we accept what has ended and embrace what is new.

Continue reading “Riding the Roller Coaster of Unexpected Change — Part I”

Riding the Roller Coaster of Unexpected Change — Part II

From the moment you realize change is inevitable to the moment you begin to feel comfortable again, you experience an in-between and uncomfortable time of transition. For a time, you’re carrying both the weight of the past and uncertainty about the future. It may feel like a huge stone tied to your back, making it difficult to move forward.  


There will be moments when you feel exhilarated about new opportunities change creates. And then, there will be moments filled with fear about what lies before you that makes it difficult to keep going.


As you begin walking a different path, you will likely encounter obstacles to overcome, barriers to breakthrough and challenges that could make you consider running back to the world you left behind. But, there is no ‘going back’ to go back to. Every change you experience changes you. You are not the person you use to be and you are not yet the person you have the potential to become.


There are actions you can take during this in-between time to make your roller coaster ride through transition triggered by unexpected change a little smoother:

Continue reading “Riding the Roller Coaster of Unexpected Change — Part II”

A Manager’s Guide to Managing Change: Checklist For Success (Step I)

Is your project on the path to success or to become one of the many that fail to achieve the expected benefits?

The lessons I’ve learned, from the past twenty-five years of working with senior leadership of Fortune 500 corporations to prepare for enterprise-wide change, can help you avoid mistakes that can prevent your change initiative from succeeding.


There are six critical requirements for success:

  1. Shared Vision
  2. Understanding of the Full Impact to the Organization
  3. Effective Stakeholder Engagement
  4. Clear, Consistent and Continual Communication
  5. Adequate Preparation
  6. A Plan to Sustain

We will focus on one requirement in each of the next six blogs as a step you can take to minimize resistance, increase readiness, and realize the benefits of a successful change initiative. Together, they can serve as a checklist to evaluate the current status of your project.

Continue reading “A Manager’s Guide to Managing Change: Checklist For Success (Step I)”

A Manager’s Guide to Managing Change: Assessing Impact (Step II)

Is your project on the path to success or to becoming one of the many that fail to achieve the expected benefits?

Step OneShared Vision, was the focus of my previous article.  We will now shift our focus to Step Two: Understanding the Full Change Impact to the Organization

Have you identified the degree and type of changes required to realize your project’s benefits?


If not, how can people be prepared when you haven’t determined what type of change to prepare them for?

There is no such thing as a “small” change. Change has a ripple effect that is often underestimated. A change in technology will require a change in process that will affect how and where work is done.

Continue reading “A Manager’s Guide to Managing Change: Assessing Impact (Step II)”

A Manager’s Guide to Managing Change: Checklist for Success (Step III)

Effectively Engaging Stakeholders  

The third step on the path to success is to effectively engage stakeholders. A stakeholder is anyone who will experience change because of your project or who has the ability to influence the outcome of your project.  The keywords here are impact and influence.

The Impact Assessment, described in Step 2, is a tool to identify the type and degree of change and the areas and individuals affected. You can identify the high influence stakeholders by asking who has the power – whether formal or informal – to prevent your project from achieving success. Your Stakeholder Engagement Plan established the timeline, defines key objectives and describes the approach to involving the high impact/high influence stakeholders throughout the project.

Communication alone is not sufficient to achieve the level of support and preparation high impact/high influence stakeholders require for your project to be successful. Engaging the right stakeholders at the right time in the right way creates an opportunity for them to take ownership of the outcome.  They become part of what is happening instead of an observer or a victim of what will be different. We are less likely to resist what we have a voice in creating.

Continue reading “A Manager’s Guide to Managing Change: Checklist for Success (Step III)”

Changing The Way You Think About Uncertainty

Changing the Way You Think About Uncertainty

The Key to Mastering Uncertainty

“Uncertainty is the only certainty there is, and knowing how to live with insecurity is the only security.” ~ John Allen Paulos

It’s 4 a.m. and you’re wide awake, thinking about all the bad things that might happen in your career, relationships, and life in general.

These thoughts are creating anxiety that is preventing you from sleeping. But, any fear you are feeling is self-imposed and created by thinking about a scary future rather than focusing on the reality of what’s happening in the present. Because, at the present moment, you are safe. There is nothing to fear other than what is being created by your imagination.  

We’re very good at using the power of our imagination at 4 a.m. Maybe that’s when we should schedule our team calls. Everyone awake at 4 a.m. can get together and redirect the power of imaging bad things to imaging phenomenal things!  Just call 1-800 No Worry.  

In all seriousness, when you are living in the misery of uncertainty about what’s next in your life, sleeping at 4 a.m. is not easy to do.  We don’t like the feeling of not being in control of our life.  We don’t like not knowing.  We need to fill in the blanks about what’s likely to happen next.  

Continue reading “Changing The Way You Think About Uncertainty”

If Only “They” Would Change

“Be thankful for the difficult people in your life and learn from them.
They have shown you exactly who you do not want to be.”

I always begin my change management workshops by asking each participant what they hope to learn. “I’m here to learn how to change my boss because he really needs to change,” one woman responded.  She literally thought the workshop was about how to change management instead of how to manage change. 

When life isn’t going our way, it’s easy to get caught up in the blame game and fall into the trap of thinking that if only someone else would change, our problem would be solved.  

If only…

Continue reading “If Only “They” Would Change”

‘I Want Things to be Better. I Just Don’t Want Anything to Change.’

What we’re really saying is “I want to experience the benefits of change without experiencing the disruption of change.”

And, who wouldn’t? 

When confronted with the reality that achieving what we desire requires more changes than we are ready or willing to make, we often choose the status quo.

I’ve had many projects launched on a giant wave of unrealistic expectations about how much better life will be once the change is implemented, only to come crashing down when the reality of the impact of changes required to realize the expected benefits becomes known.

Continue reading “‘I Want Things to be Better. I Just Don’t Want Anything to Change.’”