Our Brains Are Hardwired to Resist Change—Here’s How to Use Neuroscience to Embrace It

Our Brains Are Hardwired to Resist Change—Here’s How to Use Neuroscience to Embrace It

The views expressed by Entrepreneur contributors are their very own.

The term neuromanagement or neuroleadership refers to leadership principles that are based on an understanding of how the brain works at a physiological level. Understanding key insights from neuroscience and psychology might help managers and leaders implement brain-based strategies to effectively manage change.

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Understanding how your employees will naturally process latest information and respond to change can provide help to maximize your team’s productivity, communication, and creativity as what you are promoting grows. You can use brain science to minimize the tension, conflict, and confusion that always accompany company-wide change.

How the brain responds to change

To develop effective change management strategies, it is necessary to understand how the brain changes and responds to change.

How people react to change

Two physiological concepts significantly influence how people respond to change. The first is the difference between the prefrontal cortex and the basal ganglia. The prefrontal cortex is activated when a person does or learns something latest, something that requires mental energy and conscious attention. The basal ganglia, on the other hand, are activated when people do something so routine that they barely have to think about it, something we frequently describe as “muscle memory.” Changing habits or learning something latest requires us to use the prefrontal cortex and give the latest habit or concept a significant amount of attention. So it’s easier to just proceed with old habits or ways of pondering.

The second reason people are resistant to change is that our brains quickly detect the difference between what we expect and what is actually happening. When this happens, the orbitofrontal cortex responds by sending us error signals and activating the amygdala, the a part of the brain responsible for the fight-or-flight response. All of this takes energy away from the prefrontal cortex, which controls logical pondering. In other words, our brains are wired to perceive change as a threat on a physiological level, and our response is naturally emotional and visceral, not logical. Even in situations where there is no physical threat, our brains still respond to change as if there have been.

How people change their minds

The most vital concept that leaders need to understand is that while change is possible, it should be self-directed. To create latest habits or ways of pondering, people must consciously devote their attention to a latest process, habit, or concept. This is called “attention density,” and neuroscientists refer to the idea of ​​using attention density as “self-directed neuroplasticity.“One test suggested that when people have a moment of insight or epiphany, latest connections are formed in their brains in a tangible way. However, for this to occur, the insight should be their very own.

Brain-Based Change Management Strategies

Given that our brains are physiologically programmed to maintain habits and perceive change as a threat, change management should be approached with caution. Effective leadership in times of transition is about helping employees make connections, develop insights, and desire to change on their very own. This means not only passing on ready-made initiatives, but also guiding and directing employees toward latest ways of pondering, functioning, and relating to their work environment, customers, and other teams. Here are some strategies to provide help to effectively lead change.

Reduce perceived threats

Consider how you’ll be able to minimize the perceived threat that comes with change. One strategy is to set clear expectations. For example, set clear intentions for meetings and performance reviews so that employees can set clear expectations in advance somewhat than being caught off guard in the moment. Enabling clear workflows and SOPs between teams also can help minimize chaos and ensure smooth transitions. By establishing clear communication and expectations, you’ll be able to minimize the scope of change and help employees respond positively.

Ask the right questions

When change is obligatory, use brain-based strategies to make it each positive and effective. Before implementing change, try asking yourself these questions:

  • What do you focus your employees’ attention on?
  • What expectations do your employees have that can now not be met?
  • Does the transition process allow employees to change into personally familiar with the latest approach?
  • How do you facilitate personal understanding and insight?
  • What will your employees perceive as a threat?

Maximize your attention density

Because effective change requires attention density, consider how to organize your workspace and routines to allow employees to focus. This means allowing employees to focus on key tasks without overloading them or pulling them in multiple directions. The multitasking that always occurs during times of flux, when roles change, can actually inhibit transitions and increase stress. Meetings and workspaces must also be designed with intense focus in mind. This could mean creating a flexible work environment to allow employees to adapt the space to their work style. Meetings, especially those about changes or latest procedures, must be purposeful and focused to enable engagement.

Inspire insights

These strategies should provide help to encourage employees to achieve their very own insights and create latest habits. The larger the change, the more personal commitment it can take. Brainstorm ways to engage employees in the changes that are happening. This could include showing them the problem and involving employees in creating the solution. While the process will probably be different for every company, try to design changes around helping employees understand and connect with the changes, somewhat than simply issuing orders.

Understanding the basic concepts of neuroscience and how they relate to leadership and worker performance can provide help to change into a more practical leader. Anticipating how employees will react to change can provide help to minimize stress and implement smooth transitions, growing what you are promoting successfully.

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