Transformational Processing is about promoting change. We work on setting things up so that they are continuously changing for the better. We can work on that by addressing various areas that are troublesome or simply interesting and create more change in those areas. Or, we can address the subject of change a little more directly. That is what we do with this module. We take change itself as a subject and work on loosening the brakes on it.
The universe is naturally in flux all the time. Change is the natural state. One doesn't really have to do anything to get change. One has to specifically resist or stop change in order for it not to take place. Therefore we don't need to teach people any fancy new strategy for creating change. We just need to have them realize how they can stop resisting the change. And then maybe channeling the activity in the direction they most want.
1. How have you changed -
Have the client come up with examples of successfully changing in the past. It doesn't matter if it was "good" or "bad" change, at least she succeeded in changing.
"How have you changed in the past"
"Think of some times when you changed in the past"
2. Past changes -
Recall some past changes from different perceptual positions.
"Remember a time when somebody or something changed you"
"Remember a time when you changed somebody else"
"Remember a time when somebody else changed"
"Remember a time when you changed yourself"
3. Major life changes -
Locate some major changes that happened in the person's life. If it is a perceived negative change, clear it up. Re-experience the incident, or bring back lost soul parts, or integrate polarities. If it was a positive change, isolate the qualities of it and strengthen them.
"Have there been any major changes in your life"
4. Confusions -
Too much random action can tend to stifle the willingness to allow things to move. Locate some confusions in the person's life. Work on each one, clearing it up, find out what is going on, what causes the confusion, why it is confusing, etc. Confusions are most likely to be confusing because one is holding on to something fixed. So, find what it is that is fixed in each of those confusions.
"What has been confusing to you in the past"
"What is confusing to you now"
"What is confusing about the future?"
5. Motion -
Address anything that the person perceives to be in motion. Particularly motion that is not understood, not desired, or too much. Work towards an acceptance of motion as a natural occurrence and lack of motion as less desirable.
"What is in motion in your life?"
"What is not moving in your life?"
6. Simultaneity -
Find examples of things that are taking place at the same time. Move away from the idea that things are supposed to happen nicely in order, one thing at a time. Increase the tolerance and desirability of more things happening at the same time.
"Tell me some things that are happening at the same time in your life"
"Tell me some things you can do simultaneously"
7. What would happen -
Have the client imagine what would happen if she changed. Imagining these new things happening might in itself open up to more change, by making it more real for her how it would be. Or, you might find that there is something horrible she imagines to happen if she changes that she doesn't want. Future re-experiencing might fit in here.
"What would happen if you changed?"
8. Pre-requisites -
Find out if anything needs to happen before she can change. By specifying the requirements it becomes more likely that she can meet them of course. Or they become more apparent as being ridiculous.
"What would need to happen for you to change?"
9. Rightness -
Look for fixed ideas that would make it right not to change. Unfix them. Re-experience incidents as necessary.
"How would it make you right not to change?"
"How would it make others wrong if you don't change?"
10. Something new -
Have the person find out something new about what needs to change. Coach her into realizing something new when answering a question.
"I am going to ask you a question, and I would like you to look at it until you find out something new about yourself. Is that OK?"
"What needs to change?"
("Did you see something new?", "What do you do when I ask the question?", "Let me repeat the question")
11. Want to know -
Being open to change has a lot to do with looking for new possibilities.
"What question would help you find out something you want to know?"
(Then ask it if appropriate)
12. Changing mind -
The key thing that there is to change is one's mind. Practice changing one's mind. Particularly the client's ideas about herself, but anything will do. Starting with physical objects present might be a good idea, because they probably aren't loaded for her.
"Do you see that (table) there?"
"Change your mind about it"
"What did you change?"
"Get an idea about yourself"
"Change your mind about it"
"Tell me about it"
13. Protecting -
Protecting is about the opposite of change. Mainly in the sense if one is trying to keep something unchanging that is naturally changing. Like, if one tries not to get older or tries not to learn something new. Dig into whatever you find. Why doesn't she want it to change. Is there a possible event she is afraid of. Process the future incident if necessary.
"What are you trying to protect?"
"What shouldn't change?"
"What is fine just the way it is?"
14. Want to change -
Examine desired change or no-change from different perceptual positions.
"What does another want to change about you?"
"What does another want unchanged about you?"
"What do you want to change about another?"
"What do you want unchanged about another?"
"What do others want to change about others?"
"What do others want unchanged about others?"
"What do you want to change about yourself?"
"What do you want unchanged about yourself?"
15. Acceptance -
The unwillingness to take things as they are and a compulsory need to change things before one can accept them actually works against change. It is an intolerance of letting things flow.
"What could you accept without changing it?"
"What would have to change before you could accept it?"
16. Allowing change -
Intended to bring more willingness to allow change.
"What shouldn't change"
"What would you allow to change?"
17. What changed -
Get the client to mention things that have change and then find something that didn't change about it. This is to give the idea that there is constancy through change.
"What has changed?" (or "Remember a change")
"What changed about it?"
"What didn't change about it?"
18. Life Changes
Get the client to look at what she would or wouldn't like or allow to change in her life. This is to get her to differentiate areas where she is resistant to change.
"What would you allow to change in your life?"
"What should remain unchanged in your life?"
"What would you like to change in your life?"
19. Failed change -
Failed change in the past is a reason for resisting change in the present or future.
"Recall a time when another failed to change something about you"
"Recall a time when another succeeded in changing something about you"
"Recall a time when you failed to change something"
"Recall a time when you succeeded in changing something"
"Recall a time when others failed in changing something"
"Recall a time when others succeeded in changing something"
"Recall a time when you failed to change something about yourself"
"Recall a time when you succeeded in changing something about yourself"
20. Trying -
This is to look at the difference between trying and actually changing.
"Recall a time when you tried to change"
"Recall a time when you changed"
21. Not noticed -
The failure to notice things creates incomplete actions that then become a source of upsets.
"What attitude was not noticed?"
"What reality was not perceived?"
"What communication was not acknowledged?"
22. Biggest upset -
Used to relieve the major moments of negative change in the client's life. Ask for some big upsets or big negative changes and process whatever you find. Re-experiencing, unburdening, soul retrieval might be appropriate.
"What was the biggest upset in your life?"
"What was the biggest upset you caused another?"
"What was the biggest upset you observed others have?"
23. Domain Change -
Have the person look at changes in different domains of life. This is to make her realize that change happens on many levels and magnitudes.
1. "What could change about yourself?"
2. "What could change about your relationships?"
3. "What could change about the activities you are part of?"
4. "What could change about mankind?"
5. "What could change about all living things?"
6. "What could change about this universe?"
7. "What could change about spiritual beings?"
8. "What could change about all that is?"
24. Think about change -
Have the person compare the differences between change, no-change and failed change.
"Think about a change"
"Think about a no-change"
"Think about a failed change"
25. Imagine changing -
This is to get the client to see that anything could change and it isn't necessarily bad.
We ask for something that seems unchangeable to her. Then we get her to imagine changing it. We want as much detail as possible. Let her see all the possibilities. If she creates only negative stuff, we ask her how else it could be, or if there would be any positive results from it. If she is fixed at looking at it, it is a good chance for finding some fixed ideas. Various unwanted feelings might also come up and could be run as chains.
"Which part of your life is constant?"
"Imagine how things would be if you changed it"
26. Allowance -
Change has more to do with allowing change than it has to do with actively doing something. Things naturally change, that is the natural state. One has to specifically resist and stop change in order for it not to be there.
"Tell me some things you allow to happen"
"Tell me some things you don't allow to happen"
"Tell me some things you would allow to happen"
"Tell me some things you wouldn't allow to happen"
27. Effects -
Tolerance of change relates to a willingness to be effect.
"What effects would you allow on yourself?"
"What effects would you allow on another?"
28. Give and Receive -
Examine giving and receiving from different perceptual positions.
1. "What would you like to give to another?"
2. "What would you like to receive from another?"
3. "What would another like to give to you?"
4. "What would another like to receive from you?"
5. "What would another like to give to others?"
6. "What would another like to receive from others?"
7. "What would you like to give to yourself?"
8. "What would you like to receive from yourself?"
29. Gratitude -
Tolerance of change has a lot to do with an ability to let things flow without restrictions. If the ability to give and receive is heightened one is able to handle more change.
"What could you give unconditionally?"
"What would you be thankful for?"
30. Thanks -
Being appreciative or thankful to things that happen also increases tolerance of change.
"Imagine someone thanking you"
"Imagine thanking another"
"Imagine another thanking others"
"Imagine thanking yourself"
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