Becoming a Changemaker

Change doesn’t require permission or a perfect moment—it starts with the courage to begin.

1. Anyone Can Be a Changemaker

Positive change isn’t reserved for people with CEO titles or impressive resumes. The book emphasizes that anyone, no matter their background, has the power to lead change. The first step is recognizing that you can shape your environment and responses to challenges. This mindset shifts the focus from waiting on others to embracing personal agency.

For example, changemakers leverage their curiosity, seeking to see old problems with fresh eyes. When you approach the world with openness, new solutions often reveal themselves. Another key element is calculated risk-taking—evaluating opportunities with care and acting with purpose despite uncertainty. These qualities enable changemakers to question outdated systems and identify new paths forward.

Humility also plays an important role. This isn’t about downplaying your abilities but about building trust and collaboration. By listening actively and sharing credit, you create stronger connections and more effective teams. Anyone, with patience and a commitment to these values, can unlock their changemaking potential.

Examples

• A junior employee suggests an efficiency improvement in team workflows and garners leadership support.
• A teacher adapts new methods of online learning, inspired by feedback from students.
• A parent initiates a community cleanup project after noticing a neglected public space.

2. The Power of Curiosity

Curiosity is a vital characteristic of successful changemakers. When you're curious, you spot patterns others miss and view challenges as opportunities. A curious mindset prioritizes learning over being right and encourages exploring why things are the way they are.

Toggling between divergent thinking (brainstorming many ideas) and convergent thinking (choosing the best solution) allows you to break free from conventional problem-solving. The ability to think differently can lead to meaningful innovation. By asking questions rather than jumping to conclusions, curiosity expands your perspective.

Curiosity not only lets you see new possibilities but also builds empathy. When you’re genuinely interested in others’ experiences, you foster stronger connections, which are essential for collaboration and mutual respect.

Examples

• A nonprofit worker interviews homeless individuals to understand their unaddressed needs before launching a support program.
• A manager gathers feedback from entry-level staff to reimagine outdated team processes.
• A college student networks with professionals in diverse industries to gain fresh insights for their startup.

3. Build Resilience to Face Change

Change is constant, and resilience is your armor against inevitable setbacks. Resilience isn’t about avoiding challenges; it’s about bouncing back stronger by nurturing your mental, emotional, physical, and spiritual health. This balance enables changemakers to remain focused and energized over the long haul.

Resilient people maintain a long-term perspective, understanding that meaningful change takes time. They approach obstacles as temporary hurdles and see failures as learning opportunities, rather than personal defeats. This positive reframing keeps their motivation intact, even during tough times.

Another dimension of resilience is adaptability. The world is unpredictable, and embracing flexibility in how you achieve your goals ensures continuity when original plans don’t work as expected.

Examples

• A local organizer persists in advocating for a neighborhood safety initiative despite slow progress.
• A small business owner pivots their product focus after initial sales falter post-pandemic.
• An environmental activist adapts strategies when legislation blocks their proposed policy changes.

4. Leadership Without Titles

Leadership is about influencing and inspiring others, not about titles or formal authority. Great leaders start by taking initiative in small, everyday moments. These “micro-leadership” actions create ripples of positive impact.

Defining core values is key to effective leadership. When you rely on principles as your compass, they guide you during tough decisions and ensure you remain grounded despite challenges. Instead of giving orders, strong leaders ask thoughtful questions, opening the door to collaboration and shared problem-solving.

The book also emphasizes that leadership flourishes in environments of psychological safety. When people feel heard and respected, teamwork thrives, and creativity blossoms.

Examples

• A coworker initiates a daily gratitude practice in team meetings, creating a supportive culture.
• A student leader organizes discussions to promote inclusivity during campus events.
• A nurse proposes operational efficiencies to lighten colleagues' workloads.

5. Collaboration Trumps Lone Efforts

In today’s hyper-connected world, changemaking is increasingly a network-powered effort. A collaborative approach broadens scope, generates fresh ideas, and strengthens efforts through diverse contributions. Lone heroes rarely achieve sustainable impact.

Strong relationships based on mutual trust make collaboration smoother. Also, humility comes into play—when you share ownership of successes and failures, you empower others to contribute wholeheartedly.

Changemakers align people with shared goals, combining resources to achieve more collectively than they could alone. They also welcome input from skeptics, recognizing that opposing views often improve outcomes.

Examples

• A coalition of local nonprofits joins forces to tackle food insecurity in their area.
• An engineer incorporates client feedback into a product redesign, gaining broader support during testing.
• A town council involves citizens in budgeting decisions, increasing trust and transparency.

6. The Role of Empathy

Empathy is foundational to driving change. Understanding others’ emotions and perspectives deepens relationships and improves decision-making. Changemakers practice empathy to create inclusive solutions that resonate across communities.

Empathy also helps foster cultures of collaboration by making people feel valued and understood. This leads to more open communication and innovative teamwork. An empathetic approach reminds leaders to address both the formal (structural inequalities) and informal (daily behavior) aspects of change.

When leaders deeply engage with those affected by decisions, the changes they champion often have lasting, meaningful outcomes.

Examples

• A manager makes accommodations after listening to employee challenges related to remote work.
• A student council member creates peer mentorship opportunities after hearing young students describe loneliness.
• An activist group broadens their policies after input from underrepresented voices.

7. Small Actions, Big Effects

Big goals aren’t achieved in one giant leap. Small, deliberate actions consistently taken create impactful ripples over time. Changemakers start by addressing immediate challenges and building from there, focusing on progress instead of perfection.

Lean startup methods—such as testing ideas on a small scale—reduce risks and offer learn-as-you-go opportunities. Connecting tiny successes builds momentum and gains credibility with stakeholders.

By maintaining their core purpose and patiently iterating, changemakers gradually scale efforts into visible and lasting transformations.

Examples

• A teacher integrates one sustainable initiative into the classroom, expanding it each semester.
• A startup founder refines their product through continuous customer feedback.
• A community organizer begins with street-level cleanups before launching citywide campaigns.

8. Confront Resistance With Strategy

Change often meets resistance. This could stem from fear, skepticism, or biases toward maintaining the status quo. Changemakers confront resistance strategically, understanding it as an opportunity rather than opposition.

One approach they use is norm entrepreneurship—shifting cultural expectations by addressing both formal and informal norms. Small adjustments applied consistently can lead to long-term behavior transformation across communities or organizations.

Changemaker persistence is about balancing diplomacy and determination, finding shared ground while moving forward despite obstacles.

Examples

• An HR director advocates for equitable hiring policies in a resistant workplace.
• A youth leader campaigns for recycling in schools by involving peer influencers.
• A software developer challenges old security practices with research-backed evidence.

9. Purpose Fuels Progress

Purpose keeps changemakers energized through challenges. Staying connected to the reasons behind your efforts helps maintain focus and drive, especially during the difficult early phases of a project.

Your motivation also inspires others. When you communicate your belief in the cause, people rally behind it, contributing their energy and resources to expand its reach. Remember, changemaking is a team effort best powered by shared vision and purpose.

Always revisit why you started to realign your efforts during moments of doubt or fatigue.

Examples

• A CEO embraces social responsibility goals, inspiring employees to volunteer.
• A teacher remembers their passion for education during a tough administrative workload.
• A nonprofit founder shares personal stories to encourage donor and volunteer involvement.

Takeaways

1. Start small: Take one small, intentional action today to improve your environment or solve a problem.
2. Embrace curiosity: Ask questions, seek different perspectives, and let curiosity spark new solutions.
3. Lead inclusively: Create safe spaces for others to share ideas and collaborate for greater impact.