A presentation summarizing Andreatta's book on change leadership.

1. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
August 21, 2019
krt4@williams.edu
x3542
Kevin Thomas
Learning & Development Manager
Wired to Resist: The Brain Science of
Why Change Fails and a New
Model for Driving Success

2. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
1. Dimensions of change
2. Your brain on change
3. The Change Journey Model
Agenda

3. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
1. Dimensions of change
2. Your brain on change
3. The Change Journey Model
Agenda

4. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Strategic
how the organization will fulfill its mission
• Structural
The organization’s internal set up
• Process
How the organization maximizes productivity and
workflow
• Talent
Maximizing employee skill and performance
• Cultural
shifting attitudes, values, and behaviors

5. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
High effort,
short time
High effort,
long time
Low
effort,
short time
Low
effort,
long time
Disruption
Acclimation

6. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
Embrace the
opportunity
Celebrate
the win
Resist Endure
Desire
Choice

7. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542

8. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
Conservers
Pragmatists
Originators

9. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
1. Dimensions of change
2. Your brain on change
3. The Change Journey Model
Agenda

10. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542

11. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Amygdala scans environment for things it doesn’t
recognize
• It asks: is this a threat?
• Hair trigger
• Fight/flight/freeze
• Bottom line: Change = Danger

12. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542

13. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• A GPS system
• Creates mental maps of physical space
• … and social networks
• Function: Keep us oriented
• Bottom line: change = disorientation

14. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542

15. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Translates repeated behaviors into habits & routines
• Habit = Cue + routine + reward
• We gravitate towards tasks that require less energy
• Bottom line: Learning new behaviors is hard

16. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542

17. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Tells us when we are “getting warmer” and “getting
cooler” to success
• Helps us avoid failure and steer towards sure wins
• Change includes risk, including the risk of failure
• Bottom line: Change triggers fear of failure

18. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Amygdala: “I’m freaking
out!”
• Entorhinal cortex: “I’m
lost!”
• Basal ganglia: “I don’t
know what to do!”
• Habenula: “I can’t mess
up!”
• Create Safety
• Keep people oriented
• Help people build new
habits quickly
• Coach for a learning
mindset
PathObstacle

19. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
1. Dimensions of change
2. Your brain on change
3. The Change Journey Model
Agenda

20. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542

21. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Using the worksheet, map your change journeys for
the next year.

22. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
Embrace the
opportunity
Walker
Celebrate
the win
Runner
Resist
Resister
Endure
Trudger
Desire
Choice

23. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Expedition Designers – The Change Leader’s
Coalition
• Trailblazers – Project Managers, Logistics,
Coordination
• Guides – Front Line Supervisors, anyone helping
others adapt to change

24. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
Beware the Planning Fallacy
• The first edition of the
Oxford English
Dictionary was
scheduled to take two
years to complete...
• Five years later they had
only reached the word
“ant.”
• Psych. research has
shown we systematically
underestimate how long
it will take to achieve
goals.

25. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
Addressing the Planning Fallacy
• Others are more accurate at predicting
than we are ourselves, so ask a colleague
for a time estimate.
• Or:
– Make a prediction now, later see how
accurate it was.
– In the future, multiply your time estimate by
your personal planning fallacy multiple.

26. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Self-care
• Mindfulness – including a conscious reckoning with
the changes you are facing
• Play

27. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Start with why
• Map the route
• Build habits
• Steady presence

28. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Focus on purpose
• Shift to problem solving
• Fixed mindset vs. growth mindset
• Recognize effort & progress
• Give the right rewards

29. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Start with empathy
• Create psychological safety
• Empower social connections

30. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
Patience
Patience
Patience

31. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
Resistance
Resignation
Embracement
Engagement
DisruptionandResistance
Time

32. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Roadblocks
• Storms
• Landslide

33. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Externalities
• Temporarily Block
Progress
• Impact timeline
Leader: engage people in
troubleshooting, find other
ways to deploy resources

34. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Dealing with unexpected
consequences
• Adapting to changing conditions
• Leadership transitions – scope
revisions
• Leader: Reorient people, help
them warm up again

35. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• An untimely end to the
change
• Project gets pulled
• Organization collapses
• Laws make change
unfeasible
• Leader: Share information,
empathize with feelings

36. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
Kevin Thomas, krt4@williams.edu , x3542
Change Intelligence
• Program evaluation form
• Program materials