
I was intrigued to read at Strategies + Business how change is connected increasingly to research about the human brain, and how places like Steps to Transforming Performance at Work … and Jeffrey Schwartz… co-author of, The Mind and the Brain … showed how successful leaders effectively change their own or other people’s behavior…. Has that been your experience…?
The authors found that change comes faster to those who “start by leaving problem behaviors in the past; focus on identifying and creating new behaviors. Over time, these may shape the dominant pathways in the brain. This is achieved through a solution-focused questioning approach that facilitates self-insight, rather than through advice-giving.” Does that discovery surprise you?
They tell the story of Mike, a pharmaceutical CEO, whose direct report Rob, had hired three only of six new team members required in his goals. Rather than focus on Rob’s nonperformance, it was recommended that he focus Rob’s attention on “the new circuits he needs to create to achieve his objectives in the future.” Do you agree?
The authors made the suggestion, “ Mike could ask Rob, ‘What do you need to do to resolve challenges like this?’ Such a question helps the person redirect his insight that “he needs to remind himself of his annual objectives more regularly, to keep his eyes on the prize.” Then… in order to ensure ongoing success … Mike should regularly ask Rob about his progress.” Such reminders would help Rob to grow connectors for the goals he still needs to achieve.
There is more research evidence that “In a brain that is also constantly pruning connections while making new ones, positive feedback may play a key functional role as “a signal to do more of something.” The goal is to help a person return to the focus of an outcome as the most efficient way to worth with…rather than against the human brain…
Using these ideas…
The implementation of strategy ultimately requires a change in the behavior of employees. New research conducted over the last two decades has produced a more accurate view of human behavior change resulting from an integration of psychology (the study of the human mind and human behavior) and neuroscience (the study of the anatomy and physiology of the brain). Start by leaving problem behaviors in the past; focus on identifying and creating new behaviors. Over time, these may shape the dominant pathways in the brain. This is achieved through a solution-focused questioning approach that facilitates self-insight, rather than through advice-giving. This all sounds too easy. Is the answer to all the challenges of change just to focus people on solutions instead of problems, let them come to their own answers, and keep them focused on their insights?” Apparently, that’s what the brain wants.
Posted by: seattle news | November 16, 2006 1:32 PM | Permalink to Comment