How to actively cultivate transformation openness in times of complexity and disruption

When was the last time you truly embraced change – without resisting, doubting, or delaying?
Have you ever found yourself clinging to routines, even when they no longer serve you?
And what would it mean if transformation wasn’t something done to you – but something you actively choose? This episode is about a critical leadership capacity: transformation openness. Not blind flexibility, not chaos, but a grounded, intelligent openness to change that starts with self-leadership.

Welcome to a new episode of Self-Leadership with Dr. Bensmann, where we explore how mastering self-leadership helps you thrive across all areas of your life.

My name is Burkhard Bensmann. As an acknowledged expert for Self-Leadership my clients are decision-makers, leaders, and CEOs. With tailor-made interventions I am helping them navigate the complexities of leadership and unlock their personal growth potential.

Overview – What This Episode Covers

In today’s episode, we’ll look at a powerful yet often misunderstood quality for which I have coined the term transformation openness.

We’ll explore:

• Why this openness matters more than ever—especially in times of complexity and disruption,

• What current psychological theories teach us about the stages of inner change,

• How resistance and fear are normal parts of any growth process, and

• I explain my five-phase model I suggest to help you understand and actively cultivate transformation openness.

We’ll also address a word of caution—because even transformation can be overdone.

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Part 1 – Why Transformation Openness Matters

Let’s start with the “why.” The world is not just changing – it’s transforming. Old structures collapse. New technologies emerge. Leadership roles are being redefined almost weekly. So here’s the truth:

What you need is not just the ability to manage change, but the mindset to engage with it intentionally. Transformation openness is the inner readiness to notice, interpret, and respond to change – without falling into panic or paralysis. Think of it like sailing. You can’t control the wind – but you can adjust your sails. Transformation openness is the skill of adjusting your sails with clarity and confidence.

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Part 2 – Understanding Inner Change: Lessons from Psychology

Modern psychology offers us several helpful models of how change really happens –inside a person. One widely researched theory is the Transtheoretical Model by Prochaska and DiClemente.
It describes change as a process with distinct stages – from denial to contemplation, to preparation, action, and finally integration. Change isn’t linear – it loops. You may relapse. You may resist. That’s human.

Another insight comes from Acceptance and Commitment Therapy (ACT).
Here, the idea is not to eliminate discomfort—but to act in alignment with your values, even when fear or uncertainty show up.

And then there’s self-efficacy, a term coined by psychologist Albert Bandura.
This is your belief that you can create change, even under difficult conditions. It’s the internal voice that says: “This is hard, but I’ll figure it out.”

Together, these theories tell us: You don’t need to love change. But you need to work with it—intentionally and flexibly.

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Part 3 – The Five Phases of Transformation Openness

Based on these theories and my coaching experience, I suggest a simple but powerful model. I call it the Five Phases of Transformation Openness. This model is a pragmatic integration of some of the most effective approaches I’ve encountered. It doesn’t claim to reinvent the wheel – rather, it stands on the shoulders of giants. I’m deeply grateful for the foundational work of those who have shaped our understanding of transformation, mindset, and human development.

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Graphic created with ChatGPT

Phase 1 – Denial and Resistance
“This can’t be happening. I don’t want this.”

This is the moment when your inner system slams on the brakes. It’s a deeply human, protective response—often rooted in fear, uncertainty, or past disappointments. You might find yourself avoiding conversations, pushing back emotionally, or mentally retreating into old patterns.

Your task here is not to force change. Instead, create emotional safety—for yourself or your team. Slow down. Be present. Ask yourself:

“What exactly am I afraid of losing?”
“What part of me is resisting—and what is it trying to protect?”

This is a powerful moment to use techniques like reframing or anchoring. They help you gently shift your perspective—without denying your emotions.

Phase 2 – Ambivalence and Awareness
“This might be necessary—but I’m torn.”

Here, a new awareness begins to surface. You’re no longer fully resisting, but you’re not committed either. There’s a tension between the pull of the familiar and the whispers of what could be. This is the ideal time for guided reflection. Clarify your values. Ask yourself what truly matters. Imagine alternative futures—not in spreadsheets, but in mental images.

One practical tool is timeline work: Visualize your future self one year from now. What are they doing? Feeling? Creating? Or try working with metaphors—like the “inner journey” or “crossing a threshold.” They activate deeper insights.

Phase 3 – Decision and Preparation
“I’m ready to engage—but how?”

This phase is where clarity kicks in. There’s an internal “yes.” You recognize: It’s time to move. But now the challenge is: What’s the plan? Is the decision aligned with who I truly am?

This is where the ecology check becomes crucial. Ask: “Does this decision feel congruent in my body?” “Do I have the energy, support, and internal permission to act?” Develop a simple, flexible roadmap—one that honors your identity and doesn’t create overwhelm.

Phase 4 – Action and Integration
“I’m in it. I’m doing the work.”

This is the “messy middle.” The phase where vision meets reality. You’ve moved into action—but now you’re learning, adapting, and often stumbling. That’s exactly how transformation works.
The key is: tiny rituals, feedback loops, and peer support. Whether it’s a morning check-in, a 10-minute journaling habit, or weekly coaching—small systems hold the change in motion. Remind yourself: This is not about perfection. It’s about momentum.

Phase 5 – Reflection and Identity Growth
“I’m not the same person I was.”

This is the quiet, often surprising moment when you realize: something shifted. You not only survived the change—you’ve internalized it. It’s now part of who you are. Take time to pause and reflect: “What did I learn—not just about the situation, but about myself?” “What strengths emerged that I didn’t know I had?”

This is where change becomes identity-based.
You no longer “do transformation”—you embody it. And that gives you confidence for the next cycle.

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Part 4 – A Word of Caution: The Side Effects of Transformation Openness

Now, just like any powerful medicine, transformation openness has side effects. Here’s your leadership “warning label”:

Warning 1: Too much openness can destabilize you.
“If you’re constantly adapting, you may lose your inner compass.”

Being open to change is powerful. But if you’re always adapting to your surroundings, constantly shifting priorities, or chasing every new trend, you risk disconnecting from your core.
I’ve seen this in leaders who try to meet every expectation—only to feel exhausted and directionless.

Stay rooted in your values and long-term vision.
Ask yourself: “What do I want to stay true to—even in times of change?”

Your transformation should be guided by identity, not by urgency.

Warning 2: Don’t confuse openness with over-compliance.
“Just because change is trendy doesn’t mean it’s right for you.”

Sometimes people confuse openness with obedience. They say yes to every initiative, every new tool, every reorganization—just to appear flexible.
But that’s not transformation. That’s submission. And it can damage your integrity.

Practice mindful selectivity. Ask yourself: “Is this change aligned with my purpose—or am I just trying to fit in?”

Being truly open include