¶ Welcome and Previous Episode Recap
Hi everyone and welcome back to Mental Models for Managing Change . I am Ali Juma and I'm glad you are tuning in . In our last episode , we explored the Pareto principle , a model that reminds us not all effort is equal . This episode was about clarity and focus how to identify the few things that create the biggest shift in change .
Today we're adding another layer , a way to navigate where and how to direct the energy when things feel overwhelming or out of reach . But before we dive in , let's quickly revisit what a mental model actually is . A mental model is a way of seeing , a mental framework that helps us interpret complexity , solve problems and make better decisions .
We can think of it as a map for navigating uncertainty and , like any good map , the clearer it is , the more grounded we become , even when things around us are moving . Which brings us to today's model the circle of control , influence and concern . A game changer for how we manage pressure , uncertainty and scope in complex change .
Complex change when does it come from ? This model was popularized by Stephen Covey in the Seven Habits of Highly Effective People , but its roots go back to Stoic philosophy , particularly the teachings of Epictetus , who said we cannot control what happens to us , but we can control how we respond .
At its core , this model helps us separate what we worry about from what we can actually influence and from what is directly in our control . It sounds simple , but it is often transformational . Often transformational , the model Imagine three concentric circles .
At the center is your circle of control the things that you can take direct action on your behaviors , decisions , conversations and how you show up . Surrounding that is your circle of influence . Things you cannot control outright but can shape over time Think relationships , team culture , buy-in and support , and around both is your circle of concern .
All the things you care about but cannot directly affect Market conditions , structural changes and decisions made far above you . The power of this model lies in where you choose to spend your energy . When we fixate on what we cannot control , we feel powerless . But when we anchor ourselves in what we can do , clarity and progress usually follow .
Why it matters in change , in change work , it is easy to spiral into the circle of concern . Why aren't they engaging ? Why is leadership doing it this way ? Why isn't the system better designed ?
These are valid concerns , but if we stay there too long , frustration builds and traction fades , linking this back to the Pareto principle even when you're in a circle of control , there is a 20% that creates most of the shift . So now we're not just asking what matters most , we're also asking what is within our reach .
What can I actually do today or this week to move something forward ? This is how focus becomes sustainable . A story from the field . I once worked with a mid-level manager who was stuck . Her transmission program was underway , the messaging was unclear and her team was growing anxious . She told me I can't fix the comms , I'm not in those meetings .
I don't even agree with the pace . We mapped her circles , what was in her control , how she created space for team conversations . How she named uncertainty without fueling panic . How she acknowledged what they could shape and what they needed to ride out . Over time . That team didn't just cope .
They become one of the most adaptive pockets in the organization , not because the system got easier , but because they got clearer on where they stand . How to use the model . Here are three ways to use this model in your work . Use it in planning sessions when things feel stuck .
Map out the concerns , then ask which of these are within our control or influence . Two use it with teams in distress . If morale is low , use this model to create boundaries . Help people distinguish between what is worth their energy and what is worth letting go . 3 . Use it personally . Change can feel deeply personal when you're overwhelmed .
Sit with this model for five minutes . You'll often leave with a calmer mind and a clearer action . So here's your reflection for this week . Think of a situation that feels heavy or frustrating and ask what is in my circle of concern , what is in my circle of influence and what is truly in my circle of control .
Then do one small thing in your control that could ease pressure or create clarity . That one action might be the spark that moves something bigger . Thanks again for listening to Mental Models for Managing Change . In our next episode we'll explore leverage points , a model from systems thinking that shows us where to intervene in a system for the greatest effect .
It is where tiny tweaks create transformational outcomes . Until then , I'll leave you with this you cannot control the wind , but you can adjust the sails Until next time .
Oh , and one more thing If you're enjoying this mini-series and want to go deeper into the human side of change , conversations about leadership , culture and the psychology of transformation , you might enjoy some of the longer episodes on my other podcast stream , the Inner Game of Change .
It is where I sit with thinkers , leaders and practitioners to explore what it really takes to lead change from inside out . You will find those episodes right here in the same feed . Thanks again and talk soon . Thank you .