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Why is change hard? 3 organizational designers explain how to beat the failure bias

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https://blog.rescuetime.com/why-organizational-change-is-hard/

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Why is change hard? 3 organizational designers explain how to beat the failure bias
Anyone who's ever tried to break a bad habit, start working out, or learn a new skill knows that change is hard for all of us. As human beings, we're wired to love routine. And anything that challenges the tried-and-true is going to face serious resistance.

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Why Change Is So Hard

Changing is necessary and takes energy but our brains tend to try to conserve energy as much as possible. So we have mental biases that influence our behaviors and make us shy away from opportun...

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Make Change a Team Effort

 “Role Modelling” is one of the main factors behind successful change in organizations and consists of inspiring change by example.

While leadership will ultimately give you...

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Know Who You’re Dealing With

In a collection of individuals, one bad seed can kill all the hard work you’re putting in. You must understand who you are working with so you can tailor your message and actions so no one becomes ...

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Recognize The Benefits Of a New Tool

It’s always exciting to bring a new tool you’re excited about to your team. But they might resist as even if the tool is free, there are costs with learning and switching, even productivity costs.

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Track Progress And Show Value

A habit gets formed when we do an action and repeatedly receive a positive result. However, with change, the benefits are often not immediately obvious.

You need to be able to track the behav...

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Build Trust

Showing the positive outcomes of their work can be a huge motivating factor and can balance out pessimism. Meet with people in a place where they can be open, honest, and vulnerable.

Unless y...

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Change Doesn’t Happen Overnight

Testing and validating ideas in smaller groups is a great Trojan Horse for more meaningful changes. But regardless of meaningfulness, change takes time.

Humans don’t deal well with big change...

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SIMILAR ARTICLES & IDEAS:

Completion bias

It's where your brain specifically seeks the hit of dopamine you get from crossing off small tasks and ignores working on larger, more complex ones.

Small wins and motivation

Out of all the things that can boost our mood and motivation, the single most important is making progress on meaningful work.

Just like we love crossing small tasks off our to-do list, being able to see that we’re even one step closer to a big goal is a huge motivator. The problem is that these “small wins” are hard to measure.

“Most of us make advances small and large every single day, but we fail to notice them because we lack a method for acknowledging our progress. This is a huge loss.”

“Most of us make advances small and large every single day, but we fail to notice them because we lack a method for acknowledging our progress. This is a huge loss.”

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The Science of Your "Comfort Zone"

Your comfort zone is a behavioral space where your activities and behaviors fit a routine and pattern that minimizes stress and risk. That provides a state of mental security. 

Yo...

Optimal Anxiety

A state of relative comfort created a steady level of performance. In order to maximize performance, a state of relative anxiety is needed—a space where our stress levels are slightly higher than normal. This space is called "Optimal Anxiety," and it's just outside our comfort zone. 

Too much anxiety and we're too stressed to be productive, and our performance drops off sharply.

Making Sense Of Your Comfort Zone

  • Your comfort zone is neither a good or bad thing. It's a natural state that most people trend towards. 
  • Leaving it means increased risk and anxiety, which can have positive and negative results.
  • Don't demonize your comfort zone as something holding you back. We all need that head-space where we're least anxious and stressed so we can process the benefits we get when we leave it.

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Leo Tolstoy

“Everyone thinks of changing the world, but no one thinks of changing himself.”

Leo Tolstoy

About change

Organizations don’t change. People change. Many companies move to change systems and structures and create new policies and processes but fail to address the underlying mind-sets and capabilities of the people who will execute it.

A new strategy will fall short of its potential if they fail to address the mental attitude because people on the ground tend to continue to behave as they did before.

Looking both ways

Companies that only look outward in the process of organizational change, and dismiss individual learning and adaptation make two common mistakes:

  • They focus solely on business outcomes and fail to appreciate that people will have to adapt to implement it.
  • They focus too much on developing skills. 

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