In How and Why People Change Dr. Ian M. Evans revisits many of the fundamental principles of behavior change in order to deconstruct what it is we try to achieve in psychological therapies.
Author: Ian M. Evans
Publisher: Oxford University Press
In How and Why People Change Dr. Ian M. Evans revisits many of the fundamental principles of behavior change in order to deconstruct what it is we try to achieve in psychological therapies. All of the conditions that impact people when seeking therapy are brought together in one cohesive framework: assumptions of learning, motivation, approach and avoidance, barriers to change, personality dynamics, and the way that individual behavioral repertoires are inter-related.
Resistance on the part of individuals to the change effort is the most common
source of these failures. Definitions of resistance vary. The most common view is
that people who resist change oppose it or try to retard it. Resistance is "any ...
Author: Rebecca C. Curtis
Publisher: Springer Science & Business Media
In the myth of Daphne and Apollo, Cupid fired two arrows: one causing flight from love, the other passionate attraction. Cupid aimed his first arrow at Daphne, a beautiful nymph who loved her freedom; the next struck Apollo, who lusted after Daphne. Daphne, frightened and intent upon virginity, fled Apollo but was unable to run fast enough. When her strength was almost gone, she sought protection in the familiar waters of her father's river. He answered her prayers: Her hair became leaves, and her feet, roots growing into the ground; she was transformed into a laurel tree. Apollo, kissing the sprouting bark, pledged to honor Daphne by placing a laurel wreath on the head of every hero who won a victory. Unable to evade the consequences of the arrow that wounded her, Daphne called upon the river, the creative power of both nature and time-a symbol of fertility, but also of oblivion-to help her survive when her strength was gone. Daphne's inner triumph in the face of injury is an appropriate sym bol for the types of transformation witnessed by psychologists. In his book on symbols, Circlot (1962, p. 173) writes that the crowning of the poet, artist, or conqueror with laurel leaves "presupposes a series of inner victories over the negative and dissipative influence of the basest forces. " Further, the tree "denotes the life of the cosmos: its consistence, growth, proliferation, generative, and regenerative processes" (Circlot, 1962, p. 328).
In my earlier book, How and Why People Change, I analyzed the full range of
contrived clinical experiences that result in behavior change—for example,
learning, motivation, personality formation, social influences, culture, and the
Author: Ian M. Evans
Publisher: Oxford University Press, USA
Cognitive therapy, a core approach within a collection of psychotherapeutic techniques known as cognitive behavioral therapy (CBT), is fundamentally about changing peoples' thoughts-helping them overcome difficulties by recognizing and changing dysfunctional thinking styles. Among other strategies, it requires encouraging the development of skills for rehearsing new habits of thought, modifying biases in judging and interpreting social and emotional information, and for testing assumptions underlying dysfunctional and negative, distorted thinking. In How and Why Thoughts Change, Dr. Ian Evans deconstructs the nature of cognitive therapy by examining the cognitive element of CBT, that is, how and why thoughts change behavior and emotion. There are a number of different approaches to cognitive therapy, including the classic Beck approach, the late Albert Ellis's rational-emotive psychotherapy, Young's schema-focused therapy, and newer varieties such as mindfulness training, Acceptance and Commitment Therapy (ACT), and problem-solving strategies. Evans identifies the common principles underlying these methods, attempts to integrate them, and makes suggestions as to how our current cognitive therapies might be improved. He draws on a broad survey of contemporary research on basic cognitive processes and integrates these with therapeutic approaches. While it may seem obvious that how and what we think determines how and in what manner we behave, the relationship between thought and action is not a simple one. Evans addresses questions such as: What is the difference between a thought and a belief? How do we find the cause of a thought? And can it really be that thought causes behavior and emotion, or could it be the other way around? In a reader-friendly style that avoids jargon, this innovative book answers some pertinent questions about cognitive therapy in a way that clarifies exactly how and why thoughts change. Evans demonstrates that understanding these concepts is a linchpin to providing and improving therapy for clients.
... to the congregations and why it is said that both the one who reads and the
one who hears would be happy (Rev. 1:3). Because an illiterate society might
tend to undervalue the written The Change-Producing Character of the Scriptures
Author: Jay E. Adams
“While touching on many aspects of counseling, this book . . . is specifically designed to elucidate the process of counseling. I have often mentioned and illustrated that process, but not in the focused and systemic way that the four-step biblical process is set forth here. . . . This book presents a fresh perspective not only on how to counsel, but also on what measures to take at what stages of counseling.”—Jay Adams, from the prefaceChange is the essential goal of the counseling process. And, in the author’s words, “substantial change requires the alteration of the heart.” How can a Christian counselor facilitate such change? The answer, of course, may be found in Scripture, specifically in 2 Timothy 3:14–17.Jay Adams is a well-known counselor who bases his whole approach on Scripture. This book provides an unparalleled opportunity to see how he discovers and applies biblical principles as well as the way in which Scripture functions as the basis for his counseling approach. This book answers two questions: “How does a counselor help people change?” and, “How does Scripture provide the source of a counselor’s method?”How to Help People Change has much to say about the ongoing discussion of the relationship between theology and psychology in the enterprise of Christian counseling.
Then I dealt with myself and things were okay. But that silly interlude illustrates
important things about our struggles as sinners. It is true that Christ's death for us
and his presence within us change who we are. We are new creatures in Christ ...
Author: Timothy S. Lane
Publisher: David C Cook
A changed heart is the bright promise of the gospel. When the Bible talks about the gift of a new heart, it doesn't mean a heart that is immediately perfected, but a heart that is capable of being changed. Jesus' work on the cross targets our hearts, our core desires and motivations, and when our hearts change, our behavior changes. It's amazing to watch people who once seemed stuck in a pattern of words, choices, and behaviors start living in a new way as Christ changes their hearts.
Author: Edward E. Lawler, IIIPublish On: 2011-02-17
Architecting an organization for change means designing its key work-setting
components such that they promote change ... In the case of organizations, the
design principles would need to explain how and why people change their
Author: Edward E. Lawler, III
Publisher: John Wiley & Sons
Category: Business & Economics
In this groundbreaking book, organizational effectiveness experts Edward Lawler and Christopher Worley show how organizations can be “built to change” so they can last and succeed in today’s global economy. Instead of striving to create a highly reliable Swiss watch that consistently produces the same behavior, they argue organizations need to be designed in ways that stimulate and facilitate change. Built to Change focuses on identifying practices and designs that organizations can adopt so that they are able to change. As Lawler and Worley point out, organizations that foster continuous change Are closely connected to their environments Reward experimentation Learn about new practices and technologies Commit to continuously improving performance Seek temporary competitive advantages
Author: Lawerence K.W. Berg, PhD, Esq.Publish On: 2010-12-25
The first two rationales pertain to the description of intraindividual developmental
change (e.g., the form and timing) and how ... why people change) and a cause
of interindividual differences in change (i.e., why people change differently).
Author: Lawerence K.W. Berg, PhD, Esq.
Publisher: Springer Publishing Company
"The handbook is an impressive collection of research studies and theories provided by knowledgeable contributors on life-span development from conception to old age."--Anthropology and Aging Quarterly The doubling of our average life span since the turn of the 20th century is considered by many scholars to be one of the most important changes in human existence. This definitive text is the only volume to fully address, through a multidisciplinary perspective, the biological, cognitive, and psychological development that occurs from infancy through old age, and how the sociocultural and institutional factors interface with these changes. Edited by leading research scholars in the field of life-span development, the volume also includes contributions of specialists in behavioral genetics, socioemotional selectivity theory, neuroscience, ecological models, and more. It examines the dynamics of close relationships and informal ties among the elderly population, child-parent attachment relationships as a life-span phenomenon, developmental tasks across the lifespan, continuity and discontinuity in temperament and personality, the sociocultural context of cognition across the life span, and variability in approaches to social problem solving from early to later life. Given the number of recent demographic shifts, it also explores issues related to fertility, life expectancy, environmental contexts, technology, immigration, and public policy. Key Features: Integrates the full life span from infancy through old age in each chapter Considers multidisciplinary perspectives that address personal relationships, cognitive development, and social, emotional, and physical health across the life span Situates life-span development in ecological contexts (e.g., socioeconomic, neighborhood, and immigration status) Provides a concise but thorough resource for graduate seminars in life-span-related studies Highlights future issues in all areas of life-span study
Unreliable personal change reports may also occur frequently in educational
settings. Clark and Estes (2002) describe instructional experiments where
students were asked to indicate how much they had learned under different
Author: David C. Berliner
This volume is comprised of contributions from leading scholars in education and psychology. In part one of the book the authors provide insight into the psychology of change, examining: What factors work as catalysts for change in environments, institutions and people What factors hinder change When change is deemed beneficial In the second part of this volume the authors turn their attention to the issue of peace education. They examine the types of problems that societies and scholars should identify and try to solve in hopes of building more peaceful environments. The final chapter is a biography honoring Professor Gavriel (Gabi) Salomon, a significant contributor to the vast literature on change. This book is appropriate reading for professors, students and academics who are dedicated to fostering change to benefit institutions, environments and people.
Real-Life Stories of How People Change Their Organizations John P. Kotter, Dan
S. Cohen. Contents. Preface xi Acknowledgments xv Introduction The Heart of
Change 1 Why people succeed and why they fail at large scale-change.
Author: John P. Kotter
Publisher: Harvard Business Press
Category: Business & Economics
Moving beyond the process of change Why is change so hard? Because in order to make any transformation successful, you must change more than just the structure and operations of an organization—you need to change people’s behavior. And that is never easy. The Heart of Change is your guide to helping people think and feel differently in order to meet your shared goals. According to bestselling author and renowned leadership expert John Kotter and coauthor Dan Cohen, this focus on connecting with people’s emotions is what will spark the behavior change and actions that lead to success. Now freshly designed, The Heart of Change is the engaging and essential complement to Kotter’s worldwide bestseller Leading Change. Building off of Kotter’s revolutionary eight-step process, this book vividly illustrates how large-scale change can work. With real-life stories of people in organizations, the authors show how teams and individuals get motivated and activated to overcome obstacles to change—and produce spectacular results. Kotter and Cohen argue that change initiatives often fail because leaders rely too exclusively on data and analysis to get buy-in from their teams instead of creatively showing or doing something that appeals to their emotions and inspires them to spring into action. They call this the see-feel-change dynamic, and it is crucial for the success of any true organizational transformation. Refreshingly clear and eminently practical, The Heart of Change is required reading for anyone facing the challenges inherent in leading change.
This is an important insight for change leaders . When people are masters of their
future — whether it is learning how to walk or learning a new way to interact with
customers — they are far more likely to embrace a change than to resist it .
Author: Jeffrey Lee Russell
Publisher: American Society for Training and Development
Category: Business & Economics
Failure to embrace change and adapt to its demands produces surprising business casualties. For example, how could manufacturers of film-based cameras fail to anticipate the impact of digital photography? Change Basics offers a complete how-to guide for organizations and individuals seeking to understand, manage, and lead change. Included is a powerful four-phase model to help change agents understand and respond to the emotional journey during a change initiative. The authors offer dozens of practical tips, tools, and strategies to aid successful change implementation including: Using appreciative inquiry methodology; Understanding effective communication; Building employee resilience.
Before asking for input , ensure you have a process in place to review and
integrate what people are saying into the change process . When a change is
introduced as a “ done deal ” without opportunity to influence it , workers can be
Author: Donna Dunning
Publisher: Telos Publications
“Examines what people must do to successful navigate change and provides strategies and tools to assist.” The booklet then introduces temperament theory and “delves into differences in the way each temperament tends to experience and react to change. With these individual differences in mind, readers can recognize more specifically what they need to make a change occur as smoothly as possible.” - page 1.
Models of Behavior Change We know that knowledge alone does not change
behavior . Most of us can look to our ... We don't have to leave it up to chance to
figure out how and why people change behaviors . Many learned scholars have ...
Author: Margaret Comerford Freda
Publisher: Lippincott Williams & Wilkins
Perinatal Patient Education serves as a guidebook that teaches the principles of patient education to perinatal nurses in easy-to-understand terms. It also provides sample patient education handouts for agencies to distribute to patients. The handouts are written at the appropriate reading levels and cover all aspects of health education during the perinatal period. A CD-ROM is included which contains patient education handouts in English and Spanish that agencies can print and distribute to patients.
National Time, Continuity 2 2.1 Identifies similarities and differences in the lives
of different generations. and Change 3 3.1a 3.1b Describes different periods of
time in the local area. Interprets accounts and artefacts of people in other times.
consumers, competitors, sport governing bodies) that pressure them to make changes for growth and for survival. ... To overcome resistance and help people
cope with change in the organization, strategies are directed towards educating
Author: Tracy Taylor
Category: Business & Economics
Managing People in Sport Organizations provides a comprehensive overview of the theory and practice of managing people within a strategic framework. This revised and updated second edition examines a range of strategic human resource management approaches that can be used by sport organizations to respond to contemporary challenges and to develop a sustainable performance culture. Drawing on well-established conceptual frameworks and current empirical research, the book systematically covers every key area of HRM theory and practice, including: recruitment training and development performance management and appraisal motivation and reward organizational culture employee relations diversity managing change This new edition also includes expanded coverage of social media, volunteers, and individuals within organizations, and is supported with a new companion website carrying additional resources for students and instructors, including PowerPoint slides, exam questions and useful web links. No other book offers such an up-to-date introduction to core concepts and key professional skills in HRM in sport, and therefore Managing People in Sport Organizations is essential reading for any sport management student or any HR professional working in sport.
So this chapter explores the mindset that people may be in and what influences
them . Heresy number 10 ( Chapter 2 ) was that people do like change . Yet we
hear so often that people do not like change . I believe people do like change .
Author: Phil Jones
Publisher: Gower Publishing, Ltd.
Category: Business & Economics
Phil Jones' Communicating Strategy is designed to help you communicate your organization's strategy in a compelling and effective way, and dramatically improve implementation and the resulting outcomes.It provides a clear framework for building a communication plan as well as practical information, techniques, tools, tips and exercises that can be applied to explain and deliver a complete and coherent strategy message.
In any campaign for change, the organization of like-minded allies can help build
momentum for a community's cause. ... we must first think about how and why people develop a psychological sense of community (Bishop, Chertok, & Jason, ...
Author: Leonard A. Jason
Publisher: Oxford University Press
Principles of Social Change is written for those who are impassioned and driven by social justice issues in their communities and seek practical solutions to successfully address them. Leonard A. Jason, a leading community psychologist, demonstrates how social change can be accomplished and fostered by observing five key principles.
However , in 1999 the Ministry of the Environment and Energy succeeded in
building a large consensus in favour of the electricity reform : the Liberal Party ,
the Danish Conservative Party , the Social Democrats , the Danish People ' s
Author: Isabelle de Lovinfosse
Publisher: Peter Lang
Category: Political Science
How and why do policies change? The author addresses this question by examining the renewable electricity policies of five European countries (Belgium, Denmark, Germany, the Netherlands, and the UK) over the last thirty years. Employing a comparative approach that is qualitative yet consistent and rigorous, she describes how these countries' policies changed over time, whether incrementally or comprehensively, and shows how those changes may be explained, citing political, economic, social, and technological factors.
Author: Catherine M. FlanaganPublish On: 2014-01-14
Why do you feel at home with certain kindsof people and uncomfortable with
others? Why do you do the things you do? How didyou become the person you
are? To an extent, what we all arecan be accounted for in terms of our genetic ...
Author: Catherine M. Flanagan
How to capitalize on change -- as a key feature of modern living - - is the central theme of this work. Incorporating the major theoretical advances psychology has made during the last thirty years, People and Change describes how clinical levels of psychological difficulty can develop and how problems such as phobias, depression, shyness, marital and sexual disharmony, obsessions, and over-indulgence are treated. Although a psychology text, People and Change offers an unusually broad scope. The text acknowledges the interplay of somatic vulnerabilities, environmental influences, large individual differences, and various other factors that can be involved in the complex stress process that leads to bad habits. The ability of the individual to adapt to change through self-knowledge is stressed throughout this important book.
Author: Katherine J. ReynoldsPublish On: 2014-11-20
In this volume, perspectives from biology and genetics, personality and emotion
across the life span, health interventions, and social identity/self-categorization
are used to address how, when, and why people change. A book of this scope
Author: Katherine J. Reynolds
Publisher: Psychology Press
Choice Recommended Read This volume tackles the critical question of whether people change or whether they remain relatively constant across the lifespan. Much existing literature in psychology has largely endorsed the concept of stability. Indeed, in many people’s minds, the person is understood to be set in stone, as a function of early socialization and reaching a particular stage of development, evolutionary processes, or traits that are hard-wired from the beginning by genes and biology. However, in recent years, important scientific developments in theory and research concerning the psychology of change have emerged. In contrast to the commonly held conception of the individual as fixed, this research illustrates how malleable people are—showing much behavioral plasticity. The chapters in this volume, written by scholars at the cutting-edge of research into the psychology of change, showcase these developments with the aim of advancing knowledge of the field and encouraging further research. Topics addressed include brain function, cognitive performance, personality, psychological well-being, collective action to achieve social change, responses to life stressors, and political change. The message is clear—the culture we live in, what happens to us along the way, and who we think we are and want to be, can all change people.
The Guide is for anyone involved in a change effort, even those who are opposed
to a particular change, because The Guide tells you about process, not content. It
tells you both about how it happens and how people can make it happen.