Why Everything We Were Taught About Change Is Wrong
In today’s rapidly evolving world, adaptability isn’t just a nice-to-have; it’s a necessity. The landscape of work is changing at an unprecedented pace, fueled by technological advances, global interconnectedness, and now, the unforeseen challenges of a post-pandemic era. This constant state of flux demands a workforce that can pivot quickly and effectively. The old playbook of rigid strategies and fixed mindsets is no longer relevant. Instead, the future belongs to those who can adapt, innovate, and thrive in uncertainty.

Embracing Change in the Modern Workplace

Traditionally, change has been viewed as a linear, manageable process. However, neuroscience tells us a different story. Our brains are wired to resist change because it represents the unknown – a potential threat to our survival. This primal response can manifest as fear, resistance, and stress, hindering our ability to adapt. The old models of change management often fail to address these inherent psychological responses, focusing instead on processes and systems, not people.



3 Things Managers Must Do Differently

Encourage a Growth Mindset

Emphasize the value of learning and personal development. Encourage your team to view challenges as opportunities to grow, rather than threats to their competence. Remind them that skills and intelligence can be developed, and that each step forward, no matter how small, is a stride towards greater mastery and understanding.

Foster Psychological Safety

To make adaptability a part of your organization’s DNA, it’s crucial to create an environment where employees feel safe to take risks, make mistakes, and voice their opinions. This means celebrating innovative ideas and viewing failures as learning opportunities.

Lead by Example

It’s pretty tough to steal second base when you won’t take your foot off first base! Adaptability starts at the top. Managers need to demonstrate their own willingness to change and adapt. This means being open to feedback, willing to alter strategies, and showing resilience in the face of setbacks.

3 Activities to Make Change Less Scary

Scenario Planning Workshops

Engage your team in envisioning various future scenarios and brainstorming potential responses. This not only prepares them for different outcomes but also helps reduce fear of the unknown.

Adaptability Training Programs

Invest in training that focuses on developing adaptability skills like problem-solving, critical thinking, and emotional intelligence.

Regular Reflection Sessions

Implement regular meetings where team members can share their experiences with change, discuss what they learned, and how they might approach things differently in the future.

Making the Uncomfortable Comfortable

The key to making uncomfortable comfortable lies in retraining our brain’s response to change. This involves:

  • Constant Exposure: Regularly put yourself and your team in new, challenging situations. This helps desensitize the fear response over time.
  • Reframing Perspective: Teach your team to reframe challenges as opportunities for growth and development.
  • Building Resilience: Encourage practices like mindfulness and stress management techniques, which help in building emotional resilience.

In conclusion, the future of work is adaptive. By understanding the neuroscience behind adaptability and implementing strategies that foster it, managers can lead their teams to not just survive but thrive in an ever-changing world. Remember, adaptability is not about the strongest or the smartest; it’s about who is most responsive to change.

Are You Ready …

…to explore how to grow essential adapt-abilities in your organization, equipping everyone with a growth mindset and the tools to not just face change but to lead it. How about we schedule a session to discuss strategies and initiatives that can bolster adaptability across your organization?

If you’re on Instagram,

Did you know that Geeks Geezers and Googlization
Show is now available on ROKU and FamTV+?

Can I Ask A Favor?

Thanks for joining me again as I continue my myth-busting journey through the fascinating labyrinth of the human brain. I hope you’re enjoying my Brain Guide to Bossing series on debunking neuro-management myths enough to share this with just two connections.

If I didn’t earn your endorsement yet, please let me know what I need to do to improve.

If you haven’t subscribed, please click here.