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 th
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 oth
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 continge
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 respon
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
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
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.
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 diagno
When it comes to supporting change, what gets in the way of moving forward from a Neuroscience perspective?
What can we do to enhance motivation or help change along when motivation is low? 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. We focus on building trust, engagement, understanding, acceptance, inclu
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 addres