A big part of leadership is change management. Usually, it is easy to see the needs of change but hard to lead change or make the changes efficiently because people often are afraid of changes and resist change.Recently, I received an email about NeuroLeadership. I enjoy their neuro explanation on how to change efficiently—changes often cause pain that can impede changes, so it is better to generate internal brain change via attention and insight, and Behaviorism doesn’t work in the long run as it can worsen the pain. This is exactly how we get around resistances and make learning easy and fast. However, leaders can change faster and better if they can assist instead of supporting their team in working out solutions on their own.
Let me tell you a story.My first residency was Neuro-Psychiatry. Before that, I joined a brain study at a Neurosurgery dept whose chairman was well-known. One day, he was frustrated since the leading research center sent out a memo that they would not reimburse the cost that did not meet their criteria. Research equipment can run out of a department’s budget quickly. The best way to avoid the conflict is to get permissions before any future purchases. Instead of telling him directly, I asked the chairman, “Can we ask for their permission first?” The chairman got the idea instantly, relieved. I could help the chairman change efficiently because I knew what he needed, had his full attention, made his learning easy and fast, and let him reach to the conclusion on his own. I worked at the Neurosurgery dept for less than one year. The chairmen wrote me a long and strong letter of recommendation that he usually did not offer to the residents who worked there for five years. His letter helped to open bigger doors for me later. Discussion
Many leaders have been impressed that I could help a business owner with Traumatic Brain Injury stop yelling at the doctors and nurses in the ER to vent his stress in about 10 minutes. In addition to getting to the root cause of his behavior, I had the same rest steps– I shared with the business owner my challenges and success, asked him to compare his situations and mine, so he reached to the conclusion on his own— “if she could make it, so can I.” Read more... It often takes individuals a long time to work out solutions on their own even they focus on the project. Outside assistance can make a big difference in the speed and results of their change management. I know this because I have been there. In addition to the pain than change can generate, complex issues often involve more than traditional IQ and EQ. Behavior mainly reflects its underlying structure instead of changing the structure. The key to fast and lasting change management is to get around the resistances, get to the root causes of behavior and make learning easy and fast. Today, many development needs can be identified through the 6Q Approach, and associated learning can be easy, fast and customized.
How Are Your Team Doing in Change?
Do you think your team will reach their solution faster if someone can give them some hints? Do you believe that they will change more and better if someone can make their learning easy and fast? Would it be great if the someone is you? Most of our programs facilitate changes in individuals and teams. Most likely, one of them can help you lead change efficiently.
About the AuthorBin Yang is a global Executive Adviser and the Managing Director of The Prince Synergy (www.theprincesynergy.com), a leading consulting firm that focuses on building exceptional leaders and performance management systems and reducing healthcare costs. She is also the author of “What Stops Leaders from Good to Great.” For more information or to schedule an interview, lecture or appointment, please contact us at 310-668-1828.
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