I’ve read this interesting article called ‘The Neuroscience of Leadership’.

It gives us a ‘brain point of view’ of change. This article talks, above all, about organizational change and the concepts are generally applicable.

I just point out few sentences that define the problem:

In many studies of patients who have undergone coronary bypass surgery, only one in nine people, on average, adopts healthier day-to-day habits […] [even if] they clearly see the value of changing their behavior.

Change is pain. Organizational change is unexpectedly difficult because it provokes sensations of physiological discomfort. […] In practice, the conventional empathic approach of connection and persuasion doesn’t sufficiently engage people [and] change efforts based on incentive and threat (the carrot and the stick) rarely succeed in the long run.

Focus is power. The act of paying attention creates chemical and physical changes in the brain.

And the solution:

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.

I strongly suggest that you read it.


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