A paradigm shift is a change in rules for behaviors such as thinking, implementing, and assessing.  It is the blueprint for establishing boundaries and guidelines. Achieving a paradigm shift is extraordinarily complex. It involves several essential considerations before having any real success.

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Why is paradigm-shifting essential for transformations of self and society?

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Two significant concepts are commonly absent when people engage in futuristic change activism. One is knowledge of the current paradigm. The other is a vision for the next paradigm. Change agents should understand these concepts because:

 

1. Paradigm paralysis is a status that cripples the advancement of any reform initiative.

2. The depth of understanding about paradigms correlates with the degree to which the current paradigm can be dismantled or reimagined.

3. The lived experience of people and professionals can be improved to a transformative level only after a new paradigm begins.

 

Further, the states of personal, family, and professionals’ existence are primarily pre-conceptualized by social expectations and fear. Too many find themselves “paralyzed” by patterns and behaviors that predetermine what they should look like, think about, and do as their "authenitic" self. When pre-existing conditions persist, life components such as identity, resourcefulness, structure, learning, collaboration, and innovation remain aligned with the status quo.

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What is the Future Paradigm for a Diverse Society?

 

The future involves transcending from common personal, familial, and company paradigms. The next paradigm should host new patterns for valued and lived experiences, including space for cutting-edge thought leadership about human development, transformative leadership, and divergent inferences, and camaraderie among people and professionals globally. It will also be shaped by specific research findings about the reception of change-oriented initiatives led by experts in social-emotional constructs and human development. The following points, through research and early-career development, represent a future paradigm that embodies diversity and a result of divergent approaches to change leadership:

 

• refined personal and professional processes to establish life and work-life assisters and resistors early on,

• an absence of preconceived expectations for assimilation and race-based service agendas,

• elimination of repetive system problems (pay inequity) present upon onboarding for successor professionals,

• resources and entities with flexible services for individuals and families, 

• doors opened for all community and underrepresented access to all available resources,

• C-suite personnel with ample financial, leadership, administrative, and political savvy to incite divergent agendas as mantles for all constituents’ common good, and

• the flow and pipeline of people, policies, and practices that generate peace and reflect world demographics, national imperatives, and local values.

 

The next paradigm unfolds one person at a time. It is exponentially tied to the  preparation of those in leadership roles before taking office.

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