How to Thrive (Not Just Survive) Disruptive Change

COVID and Hybrids and Change, oh my!

It’s no news that learning how to navigate in our current world is challenging. It can be mind-numbing at times. And our workplaces are no exception.

We no longer have “silver bullets” that are used to help lead and navigate our way through this chaos. There is no direct cause and effect correlations between action and results – if we do this, then that will occur. The VUCA (volatile, uncertain, complexity and ambiguous) world doesn’t allow it. But we still need to find ways to manage our daily lives and create work environments where people want to contribute.

So what’s the solution?

 

Resilience

I hear people talking about resilience a lot. Reminding themselves and others that they are a “resilient people”. Organizations are expending a lot of money on resilience training. Personally, I don’t think being resilient is enough. For me, the word conjures up images of “fighting the good fight”, “figuring out how to “survive”. Wouldn’t we rather find ways to “thrive” instead of “just getting through it?”

This is where neuroscience concepts can help. When we understand how the brain deals with disruptive change and complexity, we can then begin to take intentional actions to address our needs.

The brain’s sole purpose is to protect us from harm. We know that because when we are in danger, it goes into overdrive to shut down all the executive functions of reasoning and instead automatically kicks in to survival mode. We either “fight” or “flee” from that which is threatening us.

 

Predictability

Secondly, the brain likes predictability. When it can’t predict what’s going to happen, it feels threatened. Well since our VUCA world doesn’t allow for predictability, our brains are not too happy.

In looking at just these two aspects about the brain (ah – there are so many more), we have solutions we can use to help meet the needs our brains are demanding. We have to implement hacks that minimize the feeling of threat and uncertainty.

One solution is to provide information, even when it may not complete or all that positive. Fear comes with the “not knowing”. Information fills in the unknowns. It allows employees to make sense of what’s going on around them. Information allows employees to take action and feel in more control of their own world. Feeling in more control allows employees to thrive rather than feeling at the mercy of what’s going on around him.

I once witnessed a CEO share some incredibly hard news with his organization. That change was coming and that it was not going to be easy. That there would be layoffs. That many would feel the impact and times would be difficult. What amazed me was the chatter I heard as employees were leaving that town hall. The positive energy in the air was palpable. Comments like, “Well, finally someone is being honest with us,” and, “Now I know what I need to do,” hit my ears. Pretty amazing. And I knew that he had garnered allegiance from those employees that were ultimately going to be subject to those hard times. Those employees were able to now make decisions, take action and figure out how to thrive during that situation. Now that was a leader who understood things about the brain.

Another way to address the brain need is to give employees tasks that they can accomplish and feel good about. People can perform in their jobs and get motivated during times of disruptive change. And that creates sustainability even during prolonged periods of unknowns. The old adage plays out here – we can only control that which is within our control.

These two answers (there are lots more) help people thrive vs. just survive during disruptive change.

 

About Transformation Strategies

Founded by Tricia Steege in 2001, Transformation Strategies is a trusted coaching and consulting firm that assists its clients to realize their desired futures by partnering with them to create comprehensive change strategies and develop their leaders to accomplish real results. We specialize in shifting whole systems at one time by helping our clients think the way the whole system thinks. Connect with us on LinkedIn for weekly change management strategies.