What Neuroscience Can Teach Leaders About Change

There are probably six excellent change theories and models, and hundreds of books.   Here are a couple of little factoids about the human brain that just cuts to the chase on this topic:

  1.    People can only really focus on one big goal at a time.  Setting another goal will most likely cancel out the original goal (Rock).

 

2. Change is hard for everyone and really really hard for some, because it literally sets off alarm bells in the brain (Rock and Schwartz).  When navigating a change, take more time than you think should be needed, set up systems for people to have conversations about the change to process it. People need time and coaching to relate, repeat and reframe (Deutschman) their thinking about the changes expected of them.  Be ready to be talking about the change long after you have become bored to death with it.

As Peter Senge so advises: 

  • Start small
  • Grow steadily
  • Don’t plan everything and
  • Expect challenges.

Image by Paul Brentnall

One thought on “What Neuroscience Can Teach Leaders About Change

  1. I really like the advice you offer at the end here–start small, grow steadily, don’t plan everything and expect challenges. For some of the companies I’ve worked with, change is a huge source of stress. moving slow and steadily certainly helps to alleviate this.

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