5 Ways Essential For Leading Change

Change is inevitable, but that doesn’t mean it will always be easy. Humans are resilient, but we are also resistant to change. We go that way, which is why change can be so scary, scary and challenging.

Our brains are plastic, malleable and fertile to quickly learn large amounts of information when we are young. But as we learn right from wrong, good from evil, and safety from fear, our brains begin to lay out pathways that underpin these changes to make quick decisions. and cognitive efficiency. The subconscious mind remembers these environmental and social triggers and feeds these pathways into the foundational layers of our software.

During these early stages of development, the brain can rapidly change, grow, and adapt to any environment. But that’s for better and for worse.

Growing up in a stressful or difficult home can teach you to have certain beliefs about parents, society, relationships, and money that may not be rooted in reality. Leaving these early experiences behind can shape our attitudes and habits later in life, triggering a host of potential troubles and outcomes that can shape the trajectory of our earning potential, create healthy relationships or accomplish an individual’s goals.

Top changeable

Not all is lost. Change can be one of the most satisfying things to happen to a person, especially when the change is purposeful, directed, and directed toward a goal or achievement. It can be even more transformative when delivered by a respected colleague who intentionally leads change through team-building exercises, experimentation, and servant leadership.

The leaders of tomorrow must be able to facilitate change with their teams and peers as the world around us is changing rapidly.

Regardless of your childhood experiences, we are all fighting an uphill battle because our brains are not designed to be open to change — they are designed to ensure safe. The human brain is connected to keep us safe and secure, in the hope of giving us a better chance of survival, passing on our genetic lineage and allowing us to raise his children.

While this may be a simple approach, it is the hard truth. Change is not always part of this equation, which is why it can cause us considerable anger and stress when we actively pursue or work through it.

5 essential ways to lead change

If we really want to lead change, we must consider changing the brain. And to change the brain, there are some guiding principles that we need to use. Here are five essential ways to lead change.

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1. Lead by example

Actions will always speak louder than words, and this is the ultimate way to facilitate change as it empowers others to join in. Humans are social creatures — we always are and always will be.

When someone on your team goes through a transition, makes a positive change in their life, or gains a renewed passion for something, it’s contagious. People become enamored with change and begin to change themselves. This helps facilitate leading change because it shows others that if you can do it, they can too.

In many ways, we need to see someone else do something before we have the confidence to do it ourselves. Take the four-minute mile as an example.

Before May 6, 1954, no human had ever broken the four-minute-a-mile time, and during this time it was thought to be physically and physiologically impossible.

However, Roger Bannister, a university athletics star and a student at Oxford, made it through the four-minute run in extreme weather and crosswinds. And while this is already an amazing feat, the following is even more remarkable.

Within two years, nine others had broken the four-minute barrier. So what has changed, you may ask?

Their mentality and expectations of what they can accomplish.

Seeing is believing. And when you lead by example, you lead change. You give others confidence that they can do the same. That is true leadership.

2. Meet your people where they are

It’s hard to meet someone they don’t have. In fact, that is not possible. This is one of the most often overlooked components for a top change because it is so simple.

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Meeting your people where they are is a must for change because it creates a strong foundation on which to work.

Asking a colleague or friend to change or behave in an unfamiliar way can feel sloppy and distant, leaving them feeling stressed, anxious, and overwhelmed by the distance between where they are and where they are. asked to meet.

This dissonance can manifest in a variety of ways in boardrooms and at home, from anxiety to depression and disconnection, ultimately leading to changes in communication, eye contact, and even work habits.

When you can meet someone where they are, you meet them where they feel comfortable. Since change is uncomfortable, starting in a safe place can create a trajectory of significant improvement in a short time because a person feels comfortable taking the risk and implementing the change. This psychological security is essential for making change and adopting new habits.

Next time you find yourself leading change, make sure you’ve followed in the footsteps of others first to make sure you’re meeting them where they are.

3. Provides psychological and emotional security

If actions speak louder than words and meeting people where they are are the cornerstones of change, then providing security and a safe place for change is the route to successful change. It’s hard for our brains to react negatively to change because it takes us out of our comfort zone and challenges our brain’s ability to predict what will happen next.

In moments of uncertainty, our brains trigger stress responses that reduce our cognitive processing to allow us to prepare for a “fight, flight, or close” outcome. ice”. Unfortunately, neither of these options is beneficial because it takes away our critical thinking bandwidth and leads to bad decisions, which can complicate over time and significantly affect our health. profit.

By creating an environment that facilitates and encourages making mistakes and is open to change, people can begin to engage in behaviors that will change their outcomes.

This is a big problem for leaders who micromanage their team members and colleagues. They create an environment of fear and stress, change the company culture and change the brain of the company. The company’s bottom line is therefore determined by day-to-day decisions and employees’ openness to change.

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Give your team the freedom to make mistakes and learn in the process. Leading change doesn’t have to be difficult.

4. Facilitating “flow” productivity states

Mihaly Csikszentmihalyi’s work on the flow state of consciousness shows that people who engage in a flow state can enhance an individual’s perception of a greater sense of enjoyment, energy, and involvement. into their work. This is the ideal state of mind that we should all strive for in our personal and professional lives.

Achieving a team flow mentality is the ultimate way to lead change because it creates an environment of maximum productivity, fulfillment, and achievement. And the best part of it is that people feel comfortable while they are in the process of doing it too!

When individuals notice these states of productivity, they are actively immersed in their work and enabling the change right before your eyes.

And the benefits of being in a state of flow are astounding:

  • Increased ability to regulate emotions
  • Enhance enjoyment and satisfaction
  • Greater happiness and cohesion
  • Higher levels of learning and skill development

As someone focused on leading change, this is a mecca for optimal growth and productivity.

When leaders create environments that facilitate flow, hard work becomes easy, complex tasks become projects possible, and satisfaction rates skyrocket. Flow states are the ultimate factor in leading change because they provide immediate feedback, a sense of accomplishment, and greater results.

5. Be patient and open to giving/taking advice

Changes don’t happen immediately and it can take time to find the correct dose of change to see the results we’re looking for, but that doesn’t mean the process can be rushed or rushed. fast.

Change can be scary, but it can also be addictive. For example, finding the correct proportions, rhythms, and feelings to lead change is an art form within itself, which is why there are so many opinions on the subject. this.

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When leaders are patient with their colleagues, they add extra support and show them that they can go at their own pace. Unfortunately, the process leading to change is not linear, so leaders need to set realistic expectations for their teammates and be open to feedback.

Leaders who ask for advice, not feedback, reinforce a safety mentality, allow colleagues and colleagues to feel safe making mistakes, and question and challenge themselves without worrying about consequences of failure. When individuals are given the opportunity to contribute, they feel more aligned with team and company goals, increasing their willingness to put more effort and energy into projects and completing them. into the task.

But this cycle is a two-way street. Your team members need your advice to improve their efforts and stay aligned with overall goals. The advice doesn’t have to be harsh criticism, but it should reinforce short-term and long-term goals so your people can keep an eye on the prize without losing forest through the trees.

Given the current state of uncertainty in companies and businesses, efforts should be linked to remove as much uncertainty and stress as possible to keep people out of a “warrior” state of mind. fight, flee or freeze”.

We’re all in here together

Leaders create future leaders. And when you’re leading change, you’ll be surprised to see who steps on the plate to help you facilitate that change.

Great leaders have ripple effects in their companies, creating shifts in company dynamics and culture, which is why metrics and data points aren’t always the same. track their results.

Community is at the center of leading change because a business is the whole of people. Whoever says “business is not personal” clearly doesn’t understand business because it is personal. It involves building relationships, trust, and facilitating growth across many aspects of a company.

Leading change isn’t hard when you focus on using the right tools and tactics to create it. It can be one of the most rewarding things a leader can do, which is why we need more people actively pursuing it!

Change is inevitable, and when you understand how to facilitate it by changing your brain, it can become easy.

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Featured photo credit: Hannah Busing via unsplash.com

https://www.lifehack.org/917847/leading-change 5 Ways Essential For Leading Change

Sarah Ridley

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