What I Learned About Embracing Change Working in Social Development

Change is often seen as disruptive—an unwelcome force that shakes up the status quo. But through my work with the Ramon Aboitiz Foundation Inc. (RAFI), I’ve come to see change differently. Instead of resisting it, I’ve learned that change is essential for growth, innovation, and impact. Without change, there’s no progress, no fresh solutions, and no way to meet the ever-shifting needs of the communities we serve.

In this journey, I realized that CHANGE isn’t just something we face; it’s something we actively work with. Each letter in CHANGE represents a key lesson in how to navigate the evolving landscape of social development and how to leverage change to create meaningful progress.

C - Change is a Catalyst for Growth

Here’s the insight: change forces you to grow in ways you didn’t expect. Initially, I viewed changes in projects as setbacks—plans we had invested months in suddenly needing to be redone. But the truth is, every time something didn’t go as planned, it opened up new opportunities. Change pushes you to find better, more creative solutions.

When a project needed to be restructured, we didn’t just get back on track—we found new ways to make the project even more impactful. That’s when it clicked: change doesn’t hold you back—it propels you forward, offering new paths you hadn’t considered.

H - Humility in Leadership

Leadership is often associated with control—steering the ship, making decisions, and having the answers. But what I’ve learned at RAFI is that true leadership requires humility. Leaders aren’t the ones who have all the answers; they’re the ones who listen, adapt, and guide teams through uncertainty.

The shift in thinking is this: humble leaders understand that control isn’t about micromanaging—it’s about empowering others. By letting go of the need to dictate every detail, I learned to trust my team’s insights and capabilities. This approach not only makes the team more resilient during times of change but also strengthens their commitment to the shared vision.

A - Adaptability is Key

Adaptability is often framed as a reaction to change—something we do to keep up. But here’s a fresh insight: adaptability is what transforms obstacles into opportunities. When a project we were passionate about hit roadblocks because it didn’t resonate with the community, we didn’t abandon it. We took the time to re-listen and adapt. In the end, the revamped project was far more effective than the original plan.

Adaptability is not just a skill—it’s a mindset that allows us to thrive in uncertainty. The most successful projects, I learned, come not from rigidly following a plan but from being open to change and adjusting as needed.

N - Nurturing Teamwork in Uncertainty

Here’s something that might surprise you: the power of a team isn’t in shared certainty but in shared resilience. At RAFI, the biggest breakthroughs often happened when the team was faced with the unknown. Instead of retreating, we leaned on each other. It wasn’t about one person leading the charge—it was about everyone contributing, sharing ideas, and supporting each other.

What I discovered is that uncertainty can be the glue that brings teams closer. When everyone is unsure, you learn to value collaboration over individual brilliance. The result? A collective resilience that makes navigating change not only easier but also more effective.

G - Growth Through Change

The insight here is subtle but powerful: change doesn’t just result in growth—it creates the conditions for growth. At RAFI, we constantly had to adjust to the changing needs of the communities we served. Each adjustment taught us something new—about the community, about our approach, and about ourselves.

I realized that growth isn’t a linear process. It happens in fits and starts, often sparked by moments of disruption. Without these moments, we risk staying stagnant, using outdated methods, and losing relevance. Embracing change allows us to continuously evolve and find new ways to have a lasting impact.

E - Empathy Drives Change

In the social sector, one lesson stood out: change that isn’t grounded in empathy is likely to miss the mark. Initially, one of our projects struggled because we had designed it based on assumptions rather than the real needs of the community. When we took the time to step back, listen, and understand their concerns, everything shifted.

Here’s the new perspective: empathy is not just about listening—it’s about allowing others’ experiences to shape the direction of change. When empathy drives the process, change becomes more human-centered, more meaningful, and ultimately more effective.

What the PQA Criteria for Performance Excellence Teaches Us About Change

The Philippine Quality Award (PQA) Criteria for Performance Excellence offers a structured approach to managing change that aligns with many of the lessons I’ve learned in the social sector. The PQA framework focuses on leadership, strategy, customer focus, and workforce engagement, all of which are crucial for managing change effectively. Here are some key insights on change management that the PQA principles highlight:

1. Leadership: Guiding Change with Vision and Values

One of the PQA’s central principles is that leadership sets the tone for how change is managed. Leaders must not only react to change but also anticipate it, setting a vision that aligns the entire organization around a shared purpose. This insight reshapes leadership from a reactive to a proactive role.

At RAFI, I saw firsthand how leaders who connected change to a larger vision—like improving community well-being—created a sense of purpose that made adapting to change feel like a natural progression. A clear vision turns change from a disruption into an opportunity to fulfill a greater mission.

2. Strategic Planning: Embracing Agility and Flexibility

The PQA emphasizes that strategic planning must be flexible enough to adapt to change. This aligns with the concept of Agile thinking, which encourages iterative planning and the ability to pivot quickly in response to new information.

The key here is that agility isn’t about having backup plans—it’s about building flexibility into your core strategy. At RAFI, by keeping our plans open to adjustment, we were able to react quickly to changing community needs without losing momentum. Flexibility makes change less of an interruption and more of an integrated part of the process.

3. Customer Focus: Listening and Responding to Evolving Needs

The PQA’s emphasis on customer focus is particularly important in the context of social development, where the “customer” is the community being served. The insight is that change isn’t arbitrary—it comes from evolving needs.

What we learned at RAFI is that the people we serve are the ones who drive change. Listening deeply and responding to what we hear helps ensure that the changes we implement are not only relevant but also effective. Co-creating solutions with the community leads to more sustainable outcomes because the changes are grounded in real needs.

4. Workforce Engagement: Involving Everyone in the Change Process

The PQA stresses the importance of engaging the workforce in the process of change. The insight here is that change is easier when everyone feels they have a role to play in it.

At RAFI, when we involved everyone—from field workers to project leads—in decisions about change, the process became smoother and more effective. Today’s digital collaboration tools like Microsoft Teams make this even easier, allowing everyone to have a voice. When people are engaged, they don’t just cope with change—they help drive it.

5. Measurement and Learning: Data-Driven Change Management

Here’s where PQA offers a valuable insight: change management is most successful when it’s backed by data. The ability to measure, track, and analyze the impact of changes allows organizations to refine their approach continuously.

At RAFI, regularly measuring outputs and outcomes helped us stay on course and make informed decisions. Data turns change into a learning process, allowing us to improve with each iteration and adapt more efficiently.

6. Well-being: Managing Change Fatigue

The PQA also recognizes the need to address change fatigue. This insight highlights that organizations must support the well-being of their workforce to prevent burnout during periods of significant change.

At RAFI, we saw that by building in time for reflection and recovery between major projects, we were able to sustain momentum and resilience. When well-being is prioritized, teams can face change with renewed energy rather than exhaustion.

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My journey in social development has taught me that change isn’t just something to manage—it’s something to embrace. Through the lessons of humility, adaptability, teamwork, and empathy, I’ve learned that change is what keeps us growing, improving, and innovating. The PQA principles offer a powerful framework for navigating change, reminding us that with the right leadership, strategic flexibility, and engaged teams, change becomes a path to greater impact.

The real insight? Change isn’t a detour from success—it’s the road that leads us there. By shifting how we think about change and how we respond to it, we can transform every challenge into an opportunity for growth and lasting progress.