Introduction

Hey, changemakers! 

Let’s take a moment to talk about something that’s more than a buzzword—it’s a calling. 

Have you ever wondered what it truly means to be a changemaker in today’s world?

The term dates back to the 1980s when Ashoka introduced the idea of a changemaker—someone capable of creating large-scale, positive change. 

But let’s face it: the world we’re navigating now is a whole different beast. It’s interconnected, messy, and full of inequities that we can’t ignore. 

The changemaker of today isn’t just someone with big ideas—they’re someone with the courage, resilience, and humility to bring those ideas to life. 

Someone like you.

Here’s why I’m writing this: I believe that the world doesn’t just need more changemakers; it needs changemakers who are committed to their own growth while championing a future where equity, inclusion, and belonging are the norm—not the exception. 

Because let’s be real: we can’t build the change we want to see in our organizations or society without first building that change within ourselves.

This work matters because you matter. 

Your courage matters. 

Your vision matters. 

The way you show up for yourself and your teams every single day matters. And I know—because I’ve been there—that it’s not always easy. 

So, let this guide be a reminder: you’re not alone in this. 

You’re part of a growing community of leaders who are rewriting the rules, dismantling systemic barriers, and building workplaces where everyone can thrive.

So, what does it mean to be a changemaker today? 

Let’s dive in.

Defining the Modern Changemaker

Ashoka’s vision of "Everyone is a Changemaker" was revolutionary, but let’s push it further. 

In today’s world, being a changemaker isn’t just about having a vision—it’s about being the kind of leader who can turn that vision into action, one bold decision at a time.

It means challenging the status quo with empathy and leading transformation both internally and externally. It’s about making space for the hard conversations, owning our blind spots, and modeling the behaviors we want to see in the world.

Why? Because culture isn’t shaped by policies alone. 

It’s shaped by leaders who live their values every day, even when it’s uncomfortable. As Dr. Lisa H. Nishii, an expert in inclusion, emphasizes, true change happens when leaders embody the values of equity and inclusion, aligning their internal growth with the cultural shifts they’re driving externally​​​.

For leaders like you—especially those focused on DEI and creating equitable growth—this dual journey is non-negotiable. 

It requires self-awareness, resilience, and the ability to align your personal transformation with systemic change. It’s not easy, but it’s essential. 

Because without it, we risk creating change that looks good on paper but doesn’t hold up in practice​​​.

The Enemy is “Quick Fix Quincy”

Let’s talk about the villain in every mission-driven organization’s story: Quick Fix Quincy. 

Quincy is everywhere. 

He’s the voice that tells leaders that the problem can be solved with a quick policy update, a one-off DEI workshop, or a flashy off-site training program that has no connection to your organization’s mission. 

Quincy thrives on convenience, avoids accountability, and skips the hard work of true transformation.

Why We’re Against Him:

Quincy’s shortcuts don’t just fail to address root issues—they make things worse.

• One-off, Check-the-Box Training Sessions: These single workshops or checklists give the illusion of progress but fail to create lasting change. Employees leave feeling disillusioned, knowing the effort wasn’t serious.

• Policy Updates Without Follow-Through: Updating policies is important, but if they’re not enforced consistently—or worse, selectively—they become meaningless. It erodes trust, fosters favoritism, and deepens disengagement.

• Off-Site Training Misaligned with Mission: Investing in generic, cookie-cutter programs wastes time and resources because they fail to address the specific challenges and goals of your organization.

These quick fixes are Quincy’s bread and butter. And while they may offer temporary relief, they come at the expense of sustainable, systemic change.

How We Defeat Him:

The antidote to Quincy’s approach is clear: adaptive change—the kind of transformation that addresses root causes, not just symptoms.

Adaptive change requires more than structural fixes—it’s about reshaping the mindsets, behaviors, and beliefs that hold you and your organization back. 

As a changemaker, this begins with mental adaptiveness: the willingness to look inward, challenge your own assumptions, and grow as a leader.

True adaptive change is hard work because it forces us to confront discomfort, embrace vulnerability, and let go of old patterns that no longer serve us. 

But it’s also the work that yields lasting impact. It’s how we build the resilience and clarity needed to dismantle systemic barriers, inspire authentic behavioral transformation, and create workplaces where equity and inclusion thrive.

So, as a changemaker, focus on doing the hard work of uncovering the systemic barriers driving disengagement, turnover, and inequity. 

Avoid shortcuts or surface-level fixes—instead, prioritize adaptive solutions that align with your mission and empower your people to succeed.

Top 10 Traits of a Modern Changemaker

Before diving into the traits, I want to share why they matter. 

These qualities are not just ideas—they’re rooted in the hard work of adaptive change. They come from my own journey and the lessons I’ve learned from partnering with mission-driven leaders like you, who are committed to both personal growth and systemic transformation.

True changemaking begins within. 

To create lasting impact, leaders must balance adaptive mental work—the inward growth needed to evolve their own mindsets and behaviors—with adaptive leadership—the ability to tackle complex, systemic challenges and inspire others to do the same. 

These traits embody both sides of that equation, equipping you to drive meaningful, sustainable transformation.

1. Radical Self-Awareness (Adaptive Mental Work)

Adaptive change starts from within. Understand your strengths, biases, and blind spots. The more self-aware you are, the better equipped you’ll be to lead with authenticity and empathy.

2. Empathy-Driven Leadership (Adaptive Mental Work and Leadership)

Empathy bridges the gap between internal growth and external impact. It allows you to connect deeply with others’ experiences while addressing inequities and systemic barriers in ways that resonate.

3. Modeling Inclusive Behaviors (Adaptive Leadership)

Change starts with you. Adaptive leaders don’t just talk about inclusivity—they live it. Whether it’s practicing fairness, active listening, or creating space for underrepresented voices, your behavior sets the tone for your organization.

4. Adaptability and Resilience (Adaptive Mental Work and Leadership)

Both inward growth and systemic change are messy, nonlinear processes. Resilience helps you stay grounded and adaptable through setbacks, discomfort, and uncertainty, ensuring you keep moving forward.

5. Commitment to Lifelong Learning (Adaptive Mental Work)

True transformation requires constant curiosity and humility. Adaptive changemakers embrace learning—not just about systems and strategies but about themselves—ensuring they’re always evolving.

6. Vision Alignment with Action (Adaptive Leadership)

Your vision means nothing without aligned action. Adaptive leaders translate their values into measurable steps while staying flexible enough to adjust strategies as challenges arise.

7. Courage to Challenge the Status Quo (Adaptive Mental Work and Leadership)

Internally, courage means confronting your own limiting beliefs and biases. Externally, it means standing up against systemic inequities, even when it’s uncomfortable. Both are necessary to drive meaningful change.

8. Facilitators of Inclusive Decision-Making (Adaptive Leadership)

Adaptive leaders engage diverse perspectives in decision-making, knowing that the best solutions come from collaboration. This fosters trust, shared ownership, and stronger outcomes.

9. Ability to Foster Engagement and Motivation (Adaptive Leadership)

Sustaining systemic change requires a culture of belonging and purpose. Adaptive leaders create environments where people feel empowered to do their best work and connected to the mission.

10. Focus on Systemic Impact (Adaptive Leadership)

Personal transformation is just the beginning. Adaptive changemakers use their internal growth to dismantle systemic barriers, embedding equity and inclusion into their organization’s culture, systems, and structures for lasting impact.

The Big Picture: Why Changemakers Matter

The stakes have never been higher. 

Turnover, disengagement, and inequity aren’t just HR problems—they’re cultural crises that ripple through your organization, affecting performance, morale, and mission impact.

But changemakers like you are the solution. 

By committing to both personal growth and systemic change, you create cultures where employees feel seen, valued, and empowered. 

The ripple effect is extraordinary: retention improves, engagement soars, and your team becomes unstoppable.

The ROI on this work? It’s not just financial—it’s transformational​​​.

Conclusion: Together, We Build the Future

Being a changemaker isn’t about perfection—it’s about showing up, again and again, with courage, persistence, and a commitment to doing the hard, adaptive work of real transformation. 

It’s about digging deep—within ourselves and within our organizations—to uncover the root causes of inequity and create spaces where fairness, opportunity, and belonging are not just ideals but lived realities.

Your work as a changemaker matters. It matters to the people whose lives you touch, the communities you serve, and the future you are helping to create. Every conversation you have, every decision you make, every courageous step you take—these are the building blocks of a better world.

But this journey isn’t one you’re taking alone. Together, we’re part of a movement that goes beyond improving workplaces—it’s about transforming lives.

When you align your personal growth with the needs of those you lead, you create a ripple effect of change that extends to families, communities, and future generations.

So, as you take the next step in your journey, remember this: You are not just building organizations—you are building hope. Every time you challenge the status quo, foster inclusion, and inspire others to thrive, you light the way forward.

Let’s build this future together—one bold, intentional step at a time. Because the world doesn’t just need more changemakers—it needs changemakers like you.

Want to find out if your training strategy is actually driving culture change? Take the Learning Strategy Readiness Scorecard.

Get Up and Grow!
– Raúl T. Pereyra (RTP)