Somebody said it’s easier to move a graveyard, than to move people’s routines in some workplaces. Others suggest more money would fix workplace problems, yet research shows that performance related pay sometimes backfires. Have you seen genuine change that adds improvements or have you seen people long for new results and still settle for flawed approaches?
It makes sense that progress is rather rare when you consider how the brain’s equipped to default to ruts. If you consider mental realities, and still accept a challenge for progress, a few dynamite tools will trump change over health care corruption and other broken systems. Change tactics can override your brain’s rut defaults to create neuron pathways forward. .gif)
You’d likely agree that broken systems support tired and broken policies – that work against progress. It takes people prepared to take a risk to move beyond broken pieces of any organization. It also helps to have a few good approaches that model improvements you have in mind. Change often means moving forward with what works well, even when naysayers ridicule, scoff and criticize. And they will!
Transformation’s like moving a grand puzzle. Some pieces get lost in process.
Some people hold that that great puzzles – once created – can no longer move to new tables without falling apart completely. Can you see a comparison between shifting puzzles to new spots and changing approaches for better results at work? In both cases, key pieces may fall. Changing positions usually means that a few key pieces will get lost in the shift. Have you seen it happen?
The human brain’s equipped to replace broken systems, but it takes people prepared to risk loss of the old and familiar, in exchange for added adventures of new approaches.
What’s moved lately where you work and what’s been lost or gained?
Mental savvy needed to risk novel approaches or renew broken systems include tone tactics that unite people with winning ideas. Good tone allows people who differ to speak and feel heard, so that change offers shared benefits. Can you see tone’s effect on lasting change and ongoing growth where you work? Good tone creates segues for differences to merge into strengths at work. Poor tone excludes some and demands unfair advantages for a few. What’s your tone IQ?
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Created by Ellen Weber, Brain Based Tasks for Growth Mindset
Smart skill 31 = Move Tone Tools to Open Opportunities
Smart skill 32 = Move Past Regret by Doing its Opposite
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Smart skill 34 = Move Beyond Technology that Fails
Smart skill 35 = Move People Back to Center
Smart skill 36 = Move Beyond Myths of Safety
Smart skill 37 = Move Brainpower into Reconfigured Learning
Smart skill 38 = Move to Replace Broken Systems
Smart skill 39 = Move Innovation into Invention
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The time I get is one of the bad signs of our economy, unfortunately. I develop all the business I can right now, work the business I can get … and then blog.
I am planting seeds. I need to just hang in there until harvest totally and absolutely overwhelms me. Hey, did I ever tell you that I still think like a Kansan?
Well said, and it seems to me that good tone is what works best in blogging, while we say whatever is on our minds:-) That way one can get a deep, or funny, or serious, or curious as you want — while leaving others in tact as we try out different modes of thinking:-).
Your site is a fine example of good communicating – Conrad. Not sure where you get the time – but I’m glad you do!!! Thanks for the terrific risks you take to go into new arenas with such finesse!
Thick skin helps? Absolutely. You should read the exchange on my blog on “Chance, the Blogger”. Wow! I was TOTALLY caught by surprise there.
I knew what I meant and that insulated me nicely from bruising. It also allowed me to hang in there with a constructive process until change and growth could flourish a bit. But, security in what I meant allowed me to open to new shadings, new understandings. I think I fostered growth and accepted growth simultaneously.
You have brain research behind you on this insight Conrad. It’s related to the working memory – which is needed for change, and which requires motivation since it is not a comfortable place at times.
Resistance to change draws on the basal ganglia – which is the place we store all those habits good and bad! It’s comfortable, takes little effort to operate, and it feels secure!
See why you accept change when you have your own security ahead:-) Even then it takes risk often (and so a bit of thick skin hels:-) Have you found that to be true?
Ellen, it seems to me that when I resist change, it is because I am not feeling secure and the familiar gives me a comfort level. So, I don’t work on the need to change so much as work to reassure that insecure part. Next thing you know, I’m re-energized and back in the mix, ready for a little action and movement. That renewal then broadcasts positively to those around me and fosters willingness to change.
I’ve kind of become my own pet!
Conrads last blog post..You Call This a Conversation??
Michael, thanks for the smile. 🙂 To beat the time and deliberate action issues here at the center – we create clear targets daily as a way to prioritize and ensure we create balance for the brain’s sake. It works especially well on a busy day – since it acts as a clear guide for the brain to create:-) It helps both the time and the deliberate parts:-) What do you think?
The problem is the “time and deliberate action” this is a challenge in intself.
Ahh! why can it just not happen fast and by accident 🙂
Thanks Michael, you posed a great question, and since we at MITA work in many countries, I have to say it’s all over.
It comes from hebbian thinking created over time – and hardwired into the brain as such:-). It’s also part of the fact that the brain defaults back to ruts unless we create and chase adventures to live and learn fresh realities daily.
Best way to help others around us to change – is to model the wonders of growth in ways that inspire exciting change from others. It works well, but take time and deliberate action:-) What do you think?
Ellen Webers last blog post..Move Innovation into Inventions
The idea of people not liking change within their systems always makes me angry.
Once people reflect and view their systems they quickly realize that it is all changing, aorund them, to them, with or without them. A constant change going on.
These “ruts” you write of are just constructs that are created as adults need to feel a greater control and security over their fate.
Tonal advances for change will move people through and into a state of a new contruct for shifts as an exciting and expected system.
I wonder Ellen is this resistance to organizational change a mainly American thing? are other cultures as resistant to new ways of approaching problems.
michael carduss last blog post..Transformation–The Mark of a Master Coach; Organizational Development of Western New York
An interesting insight Wally, since the emotional component of change is also one that either allows for or limits the input of others who foster change. Room for thought! Thanks!
Another insightful post, Ellen. It seems to me that the people who are most effective in helping positive change happen are those who understand and work with the emotional component of all change.