Learning
One advantage in keeping a diary is that you become aware with reassuring clarity of the changes which you constantly suffer.
Let’s face it: change is hard.
“The one thing you can always count on is change.” Poignant. Why, then, is it so hard for us to accept change in the workplace or in our everyday routines?
How the brain reacts to change:
Understanding how the human brain reacts to and processes change will enlighten and evolve the way you think about approaching change in your life. Neuroscience tells us that our brains are hardwired to fear change. Our primitive brains react to change in much of the same way they did thousands of years ago. Change, or even the thought of it, puts our brains in a threat state immediately. We are not conscious of it – we just feel uneasy and want no part of the change. Due to the amount of energy the brain uses while in that threat state, it is extremely hard for us to use our more sophisticated parts of the brain – the parts that include our creative, analytical and reasoning abilities.
Apply this to the living, and you can see why change or transformation can be very hard to achieve. Traditional change models tend to suppress rather than address these issues. Understanding this will help you to not fall into the great black hole of, “Why don’t I get it, and can’t I see this is great?”
Thankfully, neuroscience also tells us that the brain does and will adapt over time. If something is perceived as relatable, it will be easier for someone to associate and assimilate with that change. Communicate and plan changes with that in mind and you are one step closer to success.
Consider the culture, purpose and vision:
No matter what the change is, big or small, it must be able to link to your culture, overall purpose and vision. Even if our views the change as beneficial, if your nearer and dearer one can’t link the change to the existing culture or your purpose, it will be difficult for them to support these transformations. There’s that sense of “what’s in it for me?” that kicks in once the initial threat state subsides. This is a critical time. Before change occurs, nearer and dearer one have already signed up for the current culture. If you decide to implement a change initiative without that linkage, nearer and dearer one will have difficulty understanding “what’s in it.” They’ll be back in the fear and threat state and your change initiative will be thrown off course.
Once change or transformation is decided on from you and before planning begins, ask yourself:
• “Is the change in support of our current culture and values?”
• “Do I need to make changes to our culture first to support this change?”
• “What’s the potential for our nearer and dearer one to link the change to my vision and purpose?”
Questions like these help you understand and predict the impact of change, how much disruption it may cause and what will be required for success.
Learning from Diary: Change
Tags: Change
