Abstract:
"Any change fails predominantly because of 2 reasons – because it tries to change ""the way WE work""; and because it tries to change ""the way I work"".
“How I work"" is purely an individual decision. And these individuals are the most complex system within an organization. And organization’s change is a cumulative product of these individual’s personal change journey. It’s all about understanding the perspective of the people and how their brain(s) are affected by the change. "
Key Takeaways:
1.The neuroscience behind change
2. How our brain perceives change
3. How to influence our brain toward change
4. Applying the six-influencer model toward personal change.
8. - Ask the early adopters to demonstrate how the new behavior looks
- Ask the connector to invite few participants to engage in the new
behavior
- Ask the connector to extend the invitation to everyone to try out a part of
the new behavior. If they struggle, the peers are encouraged to help out
- Suggestion: Be open to collect feedback on when and why people fail and
use that feedback to improve the tool.
Social proof
Change by
invitation
Consistency
