Uncertainty & Stress - getting the basics right (Alex Boulting)

My son (18) has Aspergers. This means that in addition to the milion beautiful things about him, he is particularly challenged with uncertainty. But what if, alongside the very real pain of recent weeks, uncertainty is also an amazing opportunity to practice better mental models and really grow? The point we need to notice is: Neuroscience teaches us that practicing new strategies of coping effectively in the presence of difficulty, builds more resilience than practicing those same strategies in the absence of difficulty (when I was an officer in the military I learned how much more resilient people can become by having difficult experiences and overcoming them). For my son, as hard as i

Mental Models and Biases

What makes us more successful at dealing with uncertainty? Which skills do we need in order to be better at adapting to changes in our environment? How can we help individuals and teams manage in changing times (which is all the time, not just when we are hit by a crisis)? Nicolas Bondarenco reminded me that one of the deeper reasons I love Neuroscience-based diagnostic tools is that they assess a wide variety of deep thinking and emotional patterns like EI, biases, and other mental models. Loved this image Nicolas shared of a wide variety of mental models. It's interesting to explore how change can become difficult when one or more of these mental models are missing... Which of these

How Neuroscience Helps Increase Tolerance for Uncertainty?

When uncertainty hits, very deep emotional response patterns kick into action. What can we do to help those we support as HR leaders, coaches, and consultants to respond more effectively? #neuroscience #difficultchange #leadershipdevelopment #coaching #transformation Greg Flickinger, one of the most brilliant leaders I know, has been writing weekly insights about different leadership topics for years now. Recently he focused on crisis leadership and the importance of contingency plans. The thing that struck me most about these recent posts is that all kinds of things go wrong when it comes to responding to a crisis...leaders may: Not recognize there is a crisis. Under-respond, under-react, a

Test Yourself: Responses to Discomfort

One aspect of difficult change is something we carry with us. The way we are wired to respond to discomfort. Neuroscience tools help us identify common responses to discomfort based on our deep emotional response patterns. How do you, your team, or your organization respond to discomfort and what can you do to better prepare? #Neuroscience #difficultchange #coaching #leadershipdevelopment #teamdevelopment #changemanagment Individuals, teams, and organizations have deep response patterns to discomfort. These deep emotional patterns are literally hard-wired into who we are as individuals, into team dynamics, and cultures. For reasons that have to do with which systems are more active when the

Decoding the Neuroscience of Consciousness (Nature.com)

Overcoming the Knowing-Doing Gap is one of the difficult aspects of change. We see it when people understand the need for change, know how to change, even accept that change will be needed, but don't adopt change into practice. It comes up in organizational change and team development, as training and other engagement efforts fall short of adoption. It is relevant for coaching and leadership development as people buy in, but then are too busy or otherwise struggling to make needed shifts. We used to believe we need more clarity, more motivation, more insight - but research shows solving the Knowing-Doing Gap will also require us to gain a better understanding of the difference between en

A Review of Neuroscience-Based Assessment Tools

When it comes to assessments and diagnostic tools, Difficult Change presents us with unique challenges. People may: - try to give the "right" answers. - not trust those leading the change and avoid being honest. - be insufficiently introspective. These and a myriad of other obstacles will limit the potential benefit of using assessment tools to support the success of teams and individuals. Neuroscience-based assessment and diagnostic tools overcome many of these obstacles in ways that are built-in the tools themselves and are well worth knowing about! #changemanagment #difficultchange #neuroscience #change # #coaching #assessmens There is no shortage of brilliant Neuroscience research, wh

To Become a Better Leader, Look to Neuroscience (European CEO)

More and more, change adoption is seen in a holistic context: understanding different "elements" in the brain (change/motivation-related hormones, amygdala activity, neural pathways, etc.) as well as other aspects like sleep and exercise. Love this article for taking a stab at a more comprehensive approach. #neuroscience #difficultchange #leadershipdevelopment #changemanagment #Coaching Check out this great article.

Neuroscience-Based Diagnostic Tools

As someone who studied to use a variety of different assessment and diagnostic tools over the years, I'm a huge fan of the power of Neuroscience-based assessment tools to help guide people through difficult change! Here is some an insight into why Neuroscience-based assessments are so powerful. #neuroscience #changemanagment #coaching #difficultchange #change One of the most common questions I get asked when guiding individuals, teams, and organizations to read their diagnostic report is "so what now...what can I do about it?" I'm sure that like me, you are familiar with numerous personality and performance diagnostic tools. Tools like MBTI, DISC, the Leadership Circle, Predictive Index (i

Motivation: A Neuroscience Perspective

What gets in the way of change moving forward from a Neuroscience perspective? What can we do to enhance motivation or help change along when motivation is low? As always, would love to hear your perspective... #motivation #DifficultChange #Neuroscience # #coaching #changemanagment Motivation is one of the most valuable forces we have when it comes to pushing through the discomfort associated with transformation and change. It is no surprise then that we invest in motivation-supporting efforts like building trust, engagement, understanding, acceptance, inclusion, commitment to action, developing deep meaningful insight, and reducing threat to enhance motivation. However, based on Neuros

Neuroscience perspective about Organizational Silence

This excellent article about organizational silence and a culture of not speaking up made me think about the importance of the Neuroscience perspective in the context of our deep response patterns to discomfort. As you read this article, consider this: Because human beings are a holistic system, the same deep emotional response patterns that lead to our dysfunctional performances also block us from adopting change. Or said differently: If we correctly identify and address deep emotional response patterns to discomfort, we will simultaneously equip people to respond effectively to change AND allow them to optimize their performances. Read it here As always, would love to know how this

The Importance of Indirect Goals

One of the most immediate contributions Neuroscience makes when it comes to difficult change is in how we define goals. The very way we define goals is critical to our ability to adopt change into practice... #difficultchange #changemanagement #neuroscience #Coaching Goals. It's the starting point and end point of any change effort. For better or worse the way we set goals at the onset creates the focus of what we will aim to improve. That's not new. What is new is the Neuroscience-based understanding that the very way we define goals increases or decreases our chances of achieving desired outcomes. Traditional change models help us identify future-oriented objectives. We look at the new sys

The Individual in Organizational Change

Growing up professionally on the brilliant foundations of traditional organizational-development models, I've always felt we need to ask more questions about implementation. Finally adding Neuroscience foundations to my arsenal nearly 12 years ago...I'm starting to believe this is where some of the answers can come from... #DifficultChange #changemanagement #Neuroscience One of the most difficult parts of organizational change is implementation. Over the relatively short time Organizational Development models have been around, they have provided us with a fabulous foundation in terms of managing change as a structure. If I had to describe organizational development models in the most simpl

Emotion Regulation Systems

"According to Paul Gilbert, PhD, we have three types of emotion regulation systems" - One of the things Neuroscience can do to help people deal with difficult change is to increase the use of the Soothing System - many models out there (SCARF, for example) help by creating the right environment to reduce external threat - but more and more, we realise that to change, people need to successfully cope with the discomfort they experience (focusing more on Change-Readiness Skills and abilities like introspection and Mindfulness). #neuroscience #DifficultChange #ChangeManagement #coaching #Resistance

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