In an era where change is our only constant, one woman has taken it upon herself to guide us through the shifting sands of time: Dr. Risa Ryger, a distinguished clinical psychologist, international speaker, and entrepreneur. She has dedicated her life to helping individuals and organizations navigate the often turbulent waters of transformation.
As Founder of 93% Consulting, Creator of Disruptive Self-OwnershipTM, she was on the Advisory Council of Mindfulness Without Borders. As a consultant and coach, Dr. Ryger teaches individuals and leaders how to authentically deliver powerful communication. She formulates and cultivates company culture and aligns that culture with the everyday realities of the workplace. She helps her clients learn to selfmanage, lead purposefully and intentionally, and optimize their performance.
Dr. Ryger’s journey begins at Columbia University, where she obtained her Master of Science, Master of Philosophy, and Doctorate degrees. From private practice to shaping corporate cultures, part of her professional and academic focus lies in neuroscience, attachment, psychodynamic theory, and many other areas of innovation. Her spectrum of influence extends beyond the conventional reaches of a clinical psychologist. Her brainchild, Disruptive Self-OwnershipTM, is a testament to her approach to positive change. But beyond her accomplishments, what truly distinguishes Dr. Ryger is her unwavering commitment to catalyzing positive change in others.
“My mission is dedicated to empowering individuals and organizations towards impactful and meaningful transformation,” she shares.
I ask Dr. Ryger to unravel and demystify what a clinical psychologist is. She enlightens: “I trained in the academician-clinician-scientist model, focusing on helping individuals facing life challenges and seeking progress. This approach combines academic scholarship, research innovation, and clinical psychology. As a clinical psychologist, I emphasize understanding and knowledge, but I do not prescribe medication.”
Dr. Ryger advocates for genuine diversity, equity, and inclusion (DEI), emphasizing practical implementation over mere tokenism. It’s no longer enough to simply appoint women and minorities to boards – diversity, equity, and inclusion must be purposefully and meaningfully driven, just as any business strategy is implemented into day-to-day operations.
I’m nearing the point where I wonder if we should transcend gender labels like ‘men’ and ‘women’ and instead view ourselves as professionals, humans, and individuals who connect with each other. Why do we focus so much on being conscious of male and female distinctions? What is the psychological reasoning behind this? “We need to understand that we’re not homogeneous; we don’t take people, put them in a blender, and suddenly everybody’s the same,” asserts Dr. Ryger, discussing the differences in gender, race, culture, and more. “That’s not the purpose, nor what will help us as a society move forward. We need to recognize and identify our differences, respect and acknowledge those differences, and join together to work as a team.”
As technology advances, we must enhance our human skills like empathy, compassion, values, connection, common sense, trust, ethics, and judgment. Women naturally excel in these areas, leading to my belief that we are on the verge of a golden age for women. The question is: how can we disrupt for the better? Change might not occur gradually – do we need a significant jolt to initiate this transformation? She elucidates: “Transformative ‘shocks’ should lead to actionable change and perspective shifts, evolving through continual experiences. In various situations, when presented with the opportunity to respond in one way or another, repeatedly choosing the new path leads to change.”
How do we facilitate that mindset shift? “With mindset shifts, it isn’t just about what we know, but also what we feel,” says Dr. Ryger. “There’s a misunderstanding that the brain is just in the head; there are outposts of the brain in our bodies.
That’s our nervous system. We need to connect with ourselves about what we think and what we’re experiencing within our bodies. Bringing intentional awareness to our embodied feelings gives us important information and can help us make decisions with clarity. Once a new decision is made, we must repeat it so that our brain develops a new neural pathway. The good news is, because of neuroplasticity, which is the capacity of the brain to change, positive change can happen at any time.”
Dr. Ryger’s insights shine a spotlight on the importance of disruptive change. “Without intentional disruption, our brain will continue to do what it has always done, so we need to teach our brain what it needs to know,” she explains.
The corporate ‘immune system’ blocks new ideas and change from coming in from the outside, much like our body’s immune system protects us from germs. What are the softeners and looseners that we can use to get through that corporate immune system? She elucidates: “Personal growth begins with self-connection and recognizing bodily signals, understanding expressions like ’a sinking stomach’ or ’a heartache’ reflect genuine internal experiences connected to the neural networks around our organs.” According to Dr. Ryger, the body often reacts before the brain, recognizing danger before the mind does. Historically, dangers were immediate physical threats, but now they often manifest as the fear of change, to which the body can react defensively. This is where the concept of internal integration becomes crucial, she believes. The integration of mind and body is essential, with each supporting the other. Leaders often overlook the integration of emotional intelligence with strategic thinking. “When new initiatives are introduced without considering this balance, they may fail due to a lack of integration between feelings and ideas,” she explains. “True change occurs in this space of integration, where there’s evaluation, consideration, and a willingness to question and adapt. This process is where meaningful change happens.”
Beyond the self, this approach plays a potent role in corporate spheres. In a rapidly changing world, leaders face challenges in engaging teams amidst disruptive innovation. Dr. Ryger advises: “Ask: When trying something new, what are your biggest challenges?” This prompts reflective thought and encourages self-awareness to promote innovation.
For this, she juxtaposes reactive and responsive – a spontaneous and uncontrolled response versus a deliberate response based on understanding and mindfulness. This critical distinction empowers us to actively engage with, rather than passively react to, challenges. It is a vital first step in a mindset shift, setting the stage for introspection and growth.
Building on this approach, Dr. Ryger validates using non-verbal information as a tool for effective communication. Non-verbal communication includes eye contact, tone of voice, body language, etc. She points out that by bypassing words and language, we can engage more parts of the brain and elicit emotional reactions, influencing people at a deeper level. As she succinctly puts it: “Integrated communication happens when your verbal and non-verbal communication are in alignment. When you’re not in alignment, people experience a disconnect, it sets off a warning signal. When in alignment, powerful, impactful, and authentic messaging occurs. Integrated communication bridges defense mechanisms and supports in introducing fresh perspectives such as the benefits of diversity, sparking dialogue and cultivating understanding across generations, cultures, races, and more.
The first memory has now been digitally captured and stored in the cloud. This development signifies a move into an era where even the most intimate aspects of our minds and emotions are being accessed and exposed. What concerns does she have regarding this advancement? “The purpose behind this development is crucial,” she says. “Like any innovation, the key question is whether it serves the greater good or if it’s merely intriguing without being truly helpful.”
Dr. Ryger wishes to address two common myths: “The first myth is that feelings are either good or bad, which isn’t true. Emotions are varied and necessary, much like all colors are needed to form a complete rainbow. Dismissing any emotion reduces the richness of our emotional spectrum, crucial for fully experiencing life. The second myth is that we can leave parts of ourselves behind and move on. In reality, experiences and emotions stay with us, and avoiding them can be draining. Embracing every aspect of ourselves is critical to building self-trust and confidence, empowering us to own our strengths. Achieving integrated communication, where words and nonverbal cues align, enables us to convey messages of truth and authenticity. Leaders who embody this integration can have significant impact by authentically connecting with others.”
With this message, Dr. Ryger reminds us that we are active participants and not merely subjects of change. She invites us to join her in this journey of transformation and innovation, guiding us toward a future where we’re better equipped to embrace change, celebrate diversity, and foster growth at every turn.
