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Preface to Cultural Shifting

By Al Condeluci, Ph.D.

“Without speculation there is no good and original observation.” -Charles Darwin

All of us have thought about change. Some have done deep analytical thinking. Others have been called to promote change at our work or our school or an association we might belong. Still others have had an agonizing experience that has forced change. Change. It is something we all are called to do; yet many have difficulty with it, or avoid it altogether. Change creates an inevitable reality in all of our lives, yet we seek to hold on to that which we know.

And leadership. Though many may not perceive themselves to be leaders, change inspires leadership. If you are challenged to change, then a new part of you must emerge to meet the change and bring it forward. In some analysis, if you do not have change tapping at the door, leaders are less likely to emerge. Thus change and leadership are allied. Leaders promote change and change brings out the leader in us.

In my years of work and experience in the community I have had an intimate dance with change and leadership. I have been asked to lead change for certain things in my community, or at my church, or at my agency. I have been asked to talk at conferences or other educational gatherings about change and leadership. I have taught graduate school classes on change and leadership. I have watched change occur and leaders struggle to address it. I have witness some people bring about extraordinary change, and I have winced as smart people have bungled change opportunities.

Both change and leadership are illusive subjects that have relevance to everyone. They have significance in our private lives as we think about things we need to change, or must be addressed that will result in change. With our interpersonal circles, we also have opportunities to change. We seek to change our children’s behavior, or we promise to try to change our spouse, or we make that New Years resolution to change our own behavior. In our associational lives, we look to change situations that exist in our church, neighborhood, PTA or Bridge Club. And finally, in our public roles, or places of employment, often we are asked to participate in or lead change for the good of the organization.

Yet change is one of those enigmas. Just when we think we have it figured out, something changes and we find we never really understood it in the first place. It is a concept that can be explored, even academically analyzed, but there isn’t a one of us that is truly an expert when it comes to applying change principles. Change is a perplexing phenomenon that warrants more attention, but even with deep focus and the best of processes, can turn on a dime.

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