Training Industry Magazine - September/October 2021 - 18

new workstations or office layouts,
disrupt employees' mental maps. The
same is true when people's professional
networks are affected by change like an
M&A or reorganization. People invest in
developing professional relationships,
building trust and rapport over time.
Many
change
initiatives
erase
the
results of that effort, forcing people to
start over and experience mental and
physical fatigue as the brain makes
those updates.
The Basal Ganglia Turns New
Behaviors into Habits
The basal ganglia is responsible for
turning frequent behaviors into habits.
It shifts the activity from requiring
concentration to something people can
do on autopilot. On average, it takes
40-50 repetitions of a new behavior to
form a habit. Change initiatives usually
require employees to shift from welldeveloped
habit loops to new behaviors
that are awkward and uncomfortable.
Simply put, people must concentrate
until they sufficiently learn the new
cues and routines, which takes time and
energy. Often, organizations ask people
to go through a change without giving
them the support or time needed to
build those repetitions.
LEARNING PROS:
Get Smarter About Driving Change
By leveraging brain science, learning pros can help everyone in the organization
move through change effectively, despite being biologically wired to resist it:
* Executives and senior leaders with the strategic view of the organization
need skills for designing effective change and creating a culture of resilience.
* Managers responsible for leading their teams through change initiatives
need to communicate effectively. They also need the EQ to navigate
employee resistance and keep people motivated.
* Employees need to be supported and motivated to embrace change in a
way that harnesses the power of the brain's wiring.
The Habenula Can Drive
Reluctance for Future Change
The habenula controls decision-making
and actions using chemical guardrails
to moderate behavior. When a person
does something right - like successfully
completing a project - the brain releases
the " feel-good " chemicals dopamine and
serotonin as a reward. When a person
makes a poor choice, the habenula
restricts the flow of those chemicals,
eliciting a bad feeling. It suppresses
motivation and nudges the person away
from the source of the failure. Because
most change initiatives fail on some level
- think over-budget or behind schedule
- people become more reluctant to
embrace change over time, which can
ultimately impact the organization's ability
to hit its strategic goals.
Change Fatigue
Knowing the " why "
helps the amygdala
perceive change as
less threatening.
Change fatigue is the lingering mental
and physical tiredness people feel
when they cannot keep up with the
pace or volume of change coming their
way. Overlapping changes - such as
continual adjustments to the pandemic
- strain someone's ability to successfully
cope. Signs of change fatigue in the
workplace include disengagement,
exhaustion, absenteeism, confusion,
conflict and cynicism.
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Organizations commonly see a decline
in performance, even among top
performers. Because the human body
cannot sustain unending change,
employees often disengage since caring
less about their job and workplace
means they don't feel as affected by it.
Employees also learn how to " play the
change game " by looking like they are
participating without truly expending
much energy. In turn, leaders mistakenly
believe change is happening.
PROVEN WAYS TO
ENHANCE EMPLOYEE
ADAPTABILITY
Given all the ways the brain affects how
people cope with change, it's smart to
develop strategies that account for
those natural responses. The following
strategies can be applied in different
combinations during times of change.
Map Out the What and Why
Employees are much more likely to
reach the desired destination when they
understand where they're going and why.
* Explain the change and reason for it.
Knowing the " why " helps the amygdala
perceive change as less threatening and
Training Industry Magazine - September/October 2021

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