Epigenetics 2. How to manage people who cannot make the genetic shift.
EPIGENETICS 2. How to manage people and groups who cannot make the shift
The exciting adventure of the genetic shift, emerging DNA success-blueprint[i], and the influence of Epigenetics in life and leadership, is creating a new awareness. A new level of consciousness is emerging. Humanity is taking the leap to authentic living and leading.
The aim of these articles
Initially, the aim of these articles was and still is, to bring this new cutting-edge information to the everyday person, like you and me, in a format that is understandable and accessible.
The hope is to not only make it practical but to also empower people, especially leaders, to implement it in their lives, businesses, communities, academic institutes, and even their governments.
This will not only solve many of our current issues, like corruption but will also contribute to creating a new level of ultimate success that benefits all.
Although the original plan was to publish articles from the research and books already published, it is the questions people are now asking, that are inspiring articles.
Senior management
One of these questions comes from Ari. Ari sent an email. “Hi, Brenda, thanks for this interesting information. I am part of the senior management team of a large company. We recently had a management planning session to review what should be done in 2022 and beyond. I suggested that leaders and senior management need to be introduced to the information on the genetic shift and the influence in our personal lives, business, and leadership so that we not only keep up to date personally – but stay ahead as a company. Everyone was excited to learn more – accept our CEO. He blocked any further discussion on this topic. What do we do?
Understanding
This article answers Ari’s question. The hope is that it will bring a deeper understanding of the challenges we are faced within an ever-changing world.
The questions are, why will some people move with the waves of change while others will stay behind? How do we manage those individuals and/or groups who cannot and/or will not make the shift? What influence does Epigenetics have in the process?
Self-coaching and the authentic self
In Self-coaching[ii] series we not only focused on the genetic shift and the merging DNA success-blueprint but we also found that we have two parts of self. On the one hand, we find a connected, real-me, authentic self that aims at becoming fully functional while creating a quality life of ultimate success. The foundation of the authentic self is honesty, truth, integrity, authenticity, health, wealth, happiness, and ultimate success that benefits all.
The shadow ego-self
On the other hand, we have a disconnected shadow ego-self with the main aim of survival and self-service. Here we find that the foundation is insecure and inundated with falsehoods, lies, deceits, delusion, corruption, survival, and resistance. The result is anxiety and fear that immediately cause resistance and defense mechanisms to spring into action. The shadow ego-self will block everything and everyone bringing new information, skills, and tools that challenge their comfort zones and the status quo. They have to learn that the real threat is within. Mare about this in a next article.
Once again the question, how do we manage this?
Einstein said, ‘You cannot bring about change by force - only by understanding.’
Bring understanding
The more we understand where people are coming from, the easier it is to bring bout positive change. You meet people just where they are and then take them to where they need to go. From the previous articles, we now know where we are heading and that is authenticity and ultimate success. . Now the challenge is to show the way[iii]. However, first, you need to walk the path yourself. This is what authentic leadership[iv] is all about.
The shadow ego-self is threatened
The genetic shift, which is a paradigm shift and a quantum leap, is a leap to authenticity. It not only brings a whole new mindset, with new structures, skills, and tools - it threatens the existence of the shadow ego-self that thrives on the make-believe world of delusion. The anxiety and resistance arise out of fear that the shadow ego-self will lose control.
This can cause severe damage to a person’s personal growth and development. At the same time, the resistance and negativity tarnish relationships and inhibit the functioning of teams, companies, organisations, and even a country. This all needs to be managed appropriately to secure progress.
Denial, fight, or flight
In the beginning, people who feel threatened by the influx of the new can choose to ignore the whole process. Denial becomes part of survival.
However, as the waves of change gain momentum and the new moves from the outside and challenges the core of structures on the inside, a person can, or fall out of the whole system and/or go on the attack. This is the stage where fight and flight reactions are activated. At the same time, it is a give-away of where these persons are coming from. It doesn’t help to challenge people who are in denial, fight or flight mode. It only heightens their fear and anxiety levels. The solution is to use the power tool of a new vision.
Who will stay behind?
It is important to understand that all persons grow and develop at their own pace and according to their ability, potential, and self-structure. Change is sometimes difficult for some and sometimes even impossible. It is therefore not possible to take all people along on the path of change, growth, and development at the same time and at the same pace.
The question is, how can we identify these persons, manage them, and understand why they can’t and/or don't take part in the growth, development, and positive change?
The following characteristics inhibit a person’s ability to change.
• People with rigid, perfectionist personalities
These people find it difficult, even impossible, to go through the chaos and pain of change. Their inner stability and security depend on maintaining order in the outside world. Their feeling safe is directly related to the structure, order, and stability in their existing circumstances. They avoid and resist any change in order not to be subjected to chaos and uncertainty it brings.
• People with personal problems and an identity crisis
People with a lot of personal problems, unresolved issues, and baggage, find it difficult to move. They are primarily focused on solving their problems and maintaining their shadow ego-self life of delusion. They are in survival mode and already struggle to keep things afloat. Little energy is left for growth, development, and transformation – let alone a quantum leap.
They are people who do not know who they truly are and find it difficult to define where they are going. The main aim is to survive in the here and now. Anything new is blocked out as it could make them feel overwhelmed, inadequate, and even incompetent.
• People who are anxious and feel intimidated
These people experience a lot of anxieties, threats, and are afraid of mistakes. It sometimes takes them a lifetime to assert themselves within a specific context of life. Sometimes it takes still longer to feel safe. It is unlikely that they would take part in anything else but trying to feel safe.
• Arrogant people
Arrogant people are over-invested in their own importance. Their exaggerated pride and obsession with their own achievements result in them not changing. The reason is that change has a zero effect and they will need to leave the old all behind. In the next article, we will discuss the zero effect of the quantum leap and genetic shift.
• Self-centred people
Many people are primarily ego-centred. The shadow ego-self is self-serving and self-important. The well-being and development of other people are of little or no importance to them. Selfish people will not make any changes if it threatens their egos and/or comfort zones. They would rather resist any change and/or fight the new ideas and the bearers thereof to save face.
At the same time, they will defend and maintain their delusional lives and comfort zone. They would rather sacrifice other people, laws, systems, and structures, to maintain their ego-identity and their perspective. To change would mean a diminishing or even loss of the ego-self and therefore a loss of power, especially power over people.
• People without the intellectual ability to change
Change demands certain insights and intellectual abilities. Some people do not possess these abilities and therefore cannot take part in the process of change. They passively do as they are told. They blindly follow a leader. These are our 'passengers' who are in it for the ride and go with the flow. On the other hand, they can actively sabotage change and the new paradigm just to camouflage their ignorance and/or lack of mental ability.
• Saboteurs or executioners
Saboteurs are people inside or outside structures who believe there is only one right way, and that is their way. They feel threatened by the new information and the people who accept the ch