Based on the excerpts from Ed Batista's work, a theory of how change happens in an individual can be synthesized as follows:

1. Acceptance of Uncontrollable Events: Change often begins when an individual recognizes that despite efforts to control their environment through mindfulness, exercise, or a healthy diet, there are events beyond their control that will inevitably impact their life. This acceptance allows for a more realistic engagement with the world and prepares the individual for the unexpected changes that life throws their way [23].

2. Resilience and Adaptation: As change occurs, an individual's resilience is critical. Resilience is not about being unaffected by change but having the capacity to absorb impact, adapt, and persist without breaking. It involves regulating emotions to balance unwavering faith in one's ability to prevail with the discipline to confront the harsh realities of the present situation [25].

3. Confronting Reality: The example of Admiral James Stockdale highlights the importance of not confusing faith that one can overcome adversity with the necessity to face brutal facts. This balance is essential for an individual to effectively navigate change [26].

4. Emotion Regulation: A key factor in resilience and managing change is the ability to regulate emotions. This helps maintain the balance between having faith and confronting reality, which is crucial for adapting to change [27].

5. Open Dialogue and Influence: For change to be internalized, especially in the context of an organization, individuals need to engage in open dialogue where they can express resistance and explore disagreements. This process allows for a more nuanced influence rather than coercion, leading to genuine commitment to change rather than mere compliance [6].

6. Feedback and Learning: Individuals change through receiving and processing feedback. By reframing feedback as data and building relationships, individuals can better manage the emotional impact of feedback and use it as a tool for learning and personal development [7].

7. Systemic Thinking and Agency: When it comes to coaching or leadership influence, recognizing that change is not something done to an individual but a process in which they are active participants is crucial. Individuals need to feel a sense of ownership and responsibility for their change process [7].

8. Decision-Making and Agency: As individuals grow within an organization, they need more independence and agency to make decisions. Understanding the various levels of delegation and having clarity on the decision-making process empowers individuals to take ownership of changes and act on them [13,14].

In summary, change in an individual is a multifaceted process that involves acceptance of uncontrollable events, resilience through emotion regulation, a balance between faith and confronting reality, engagement in open dialogue, learning from feedback, systemic thinking, and empowered decision-making.