33:38 Lena: Alright, so we've explored the psychology, the limitations, and the broader applications. But let's get practical here. For our listeners who are facing real changes in their lives—whether it's a job transition, organizational restructuring, or personal life shifts—what are the concrete tools they can use?
33:57 Miles: Great question! Let's start with the assessment piece. Before you can navigate change effectively, you need to understand your own change style. Are you naturally more like Sniff, Scurry, Hem, or Haw? And more importantly, how does your style serve you or hold you back in different situations?
34:15 Lena: So it's about self-awareness first. How would someone figure out their change style?
34:20 Miles: Think about how you've handled major changes in the past. When your company reorganized, did you immediately start networking and exploring new opportunities? That might be Scurry behavior. Or did you spend time analyzing what went wrong and who was responsible? That might be more Hem-like.
34:35 Lena: And there's no judgment here—each style has strengths and weaknesses depending on the context, right?
9:06 Miles: Absolutely! The goal isn't to become a different type of person, but to understand your natural tendencies and develop strategies that work with your style rather than against it.
34:50 Lena: So what would those strategies look like for each type?
34:53 Miles: Well, if you're naturally a Sniff—someone who senses change early—your superpower is anticipation. You want to create systems for monitoring your environment and sharing what you're seeing with others. But you might need to work on not getting paralyzed by seeing too many potential changes at once.
35:08 Lena: And for the Scurrys—the action-oriented folks?
35:11 Miles: Scurrys need to harness their energy productively. Create clear action plans, set up accountability systems, and make sure you're moving toward something specific rather than just away from the current situation. Your risk is moving fast in the wrong direction.
35:24 Lena: What about the Hems—the people who tend to resist change?
35:28 Miles: Hems actually have a valuable function—they ask important questions about whether change is necessary and well-planned. The key is channeling that analytical energy constructively. Instead of just focusing on what could go wrong, also analyze what could go right and what you need to do to increase the odds of success.
35:44 Lena: And the Haws—the ones who adapt eventually but need some processing time?
35:49 Miles: Haws benefit from structured transition processes. Give yourself permission to take time to process the change emotionally, but set specific deadlines for moving from analysis to action. And find ways to connect with others who are going through similar transitions—you don't have to navigate the maze alone.
36:05 Lena: Those are great starting points! But what about the practical mechanics of change? What tools can people use regardless of their natural style?
36:12 Miles: One of the most powerful tools is what I call "change journaling." Regularly write down what you're observing, feeling, and learning as you navigate transition. This serves multiple functions—it helps you process emotions, track patterns, and document lessons for future changes.
36:27 Lena: Like Haw writing messages on the wall! But for yourself rather than others.
0:59 Miles: Exactly! And another crucial tool is scenario planning. Don't just think about your ideal outcome—imagine multiple possible futures and develop contingency plans for each one. This reduces anxiety because you feel prepared for different possibilities.
36:45 Lena: That's brilliant because it transforms uncertainty from a threat into a planning exercise. What else?
36:51 Miles: Build what I call "change muscles" through small experiments. Instead of waiting for major life changes to practice adaptation, regularly try new things in low-stakes situations. Take a different route to work, try a new hobby, experiment with new approaches to routine tasks.
37:05 Lena: So you're building confidence and skills in a safer environment that you can then apply when bigger changes come along.
10:10 Miles: Right! And create a "change support network"—identify people in your life who are good at different aspects of change management. Some people are great at brainstorming new possibilities, others are excellent at practical planning, still others are wonderful emotional supporters.
37:25 Lena: That's such a smart way to think about it. You don't have to be good at every aspect of change yourself if you have access to people who complement your strengths and compensate for your weaknesses.
37:35 Miles: And finally, develop what I call "change metrics"—ways to measure progress that aren't just about reaching your final destination. Celebrate learning, relationship-building, skill development, and resilience-building, not just achieving specific outcomes.
37:48 Lena: Because the journey itself has value, and you want to reinforce the behaviors that serve you well in any change process, not just this particular one.
0:59 Miles: Exactly! The goal is to become someone who can handle change well, not just to handle this specific change. And that's a much more sustainable and empowering approach than just trying to get through whatever transition you're currently facing.