The Neuroscience of Effective Organizational Change
Jun 23, 2023
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Rachel Cardero, NeuroLeadership Institute's Senior VP of Consulting, discusses the neuroscience of effective organizational change. They explore the reasons behind failed change initiatives, the importance of behavior change, defining success, the three elements of effective change, the significance of behavior change in transformation, and taking the end user perspective.
Clearly defining and aligning priorities is crucial for successful organizational change.
Organizations should focus on promoting behavior change and align new habits with goals.
Coherence between habits and systems is necessary, requiring modification to existing systems if necessary.
Deep dives
Focus on Priorities
When initiating a change, it is important to clearly define and align priorities. These priorities should be sticky, meaningful, and coherent, ensuring that employees understand the why behind the change and how it connects to their behavior.
Emphasize Behavior Change
To promote successful change, organizations need to focus on behavior change. This involves helping employees understand what specific habits they need to develop in order to support the change initiative. It is important to incentivize and align these new behaviors with the organization's goals.
Create Coherence Between Habits and Systems
Coherence between habits and systems is crucial for successful change. Systems, such as policies, processes, and informal networks, must support and reinforce the desired behaviors. This may involve reviewing and modifying existing systems to ensure alignment with the change initiative.
Consider Individual and Collective Perspectives
When implementing change, it is essential to consider both individual and collective perspectives. Engage employees in the design process, allowing them to provide insights and identify potential roadblocks. Additionally, encourage social learning and create opportunities for employees to support one another through the change process.
Promote Growth Mindset and Psychological Safety
Promoting a growth mindset can foster a positive attitude towards change. Encourage employees to see change as an adventure and an opportunity for growth. Additionally, focus on fostering psychological safety, where employees feel comfortable taking risks, making mistakes, and discussing challenges openly.
Why is it that so many business transformation initiatives fail — sometimes before they've even launched? What can leaders and teams do to avoid that costly, morale-burning outcome?
What does the science of behavior change tell us about what it takes to turn our change management initiatives into successful movements?
In this episode of Your Brain at Work, we answer these questions and more with the help of Rachel Cardero — the NeuroLeadership Institute's Senior Vice President of Consulting — to conversation with our Head of Impact and Measurement, Dr. Ryan Curl, and Associate Consultant Mary Toomey.
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