May 12th, 2022
As an EOS (Entrepreneurial Operating System) Implementer, I am keenly aware of the impact of making changes in organizational operations. I am concerned about obtaining buy-in for a change from all affected people Because I am so sensitive to human beings’ reactions to change, I have been doing a lot of neuroscience research lately in that area. One of the main things I have learned is this: The human brain is wired to resist change! Instead, the brain wants to run on autopilot, it craves consistency and habits, and views unwanted change as a threat.
In my talks and training programs, I explain the brain science behind the human resistance to change. Let us explore four parts of the human brain that impact our reactions to change. They are summarized in the following table, adapted from Wired to Resist: The Brain Science of Why Change Fails and a New Model for Driving Success (2017) by Britt Andreatta.
Brain Part, Nickname, and Reaction to Change:
Amygdala, Sentry, “I’m freaked out!”
Basal Ganglia, Habit Center, “I don’t know what to do!”
Habenula, The Scold, “I don’t want to be seen as a failure!”
Entorhinal Cortex/Hippocampus, Cartographer, “I’m lost!”
Let us walk through each of the brain parts and see how they wire us to actively resist change.
Visionaries and Integrators
Do personality types affect what roles you excel at as a leader in a smaller business? Absolutely yes! Especially at the owner/CEO/COO level, your personality will affect the role that you should be filling. The Entrepreneurial Operating System or EOS identifies the two important roles that top leaders can fill in a business: a visionary and an integrator.
In recent conversations with smaller companies, many people are relieved and happy to understand the difference between these roles. The concept helps them understand how to structure their organization for maximum benefit. Here’s what I’m hearing from frustrated leaders: “That completely explains the friction we’ve been having,” or “Well, that makes sense of what I’m seeing in our company.”
According to a recent New York times article 1, 30% of people report being depressed or anxious during this current Covid-19 pandemic. In my coaching practice, I find that most people are experiencing some level of uneasiness, angst and sadness during this time. Human beings are social animals, so to stay home and isolate goes against the grain. Our brains and bodies are meant to be in connection with others, through physical touch and close proximity. The pandemic is making us do what is unnatural and unhealthy.
During this challenging time of isolation and increasing anxiety, it is time to amp up your coping skills. Try these steps to calm yourself. The first one is in the right order – notice your body first – but the others can be done in any sequence:
1. Notice the physical symptoms and breathe, darn it, breathe 2!
Your body is an early warning system for your emotions. Notice what happens when you get upset or triggered. I can actually feel a squirt of adrenaline from the adrenal glands in my stomach, and I know that means I am feeling anxious or threatened. Your symptoms could also be tension in the shoulders, feeling redness in your face or neck, a quickened heartbeat or sweaty palms. Notice when this happens, and stop what you are doing. Breathe! Breathe from your stomach and feel your breath going all the way down to your feet. This will ground you in your body, and from there you can respond more maturely rather than react without thinking.
We are almost six months into a pandemic that has radically changed our lives. We are working from home, communicating electronically and meeting virtually. Despite these cataclysmic changes, leaders need to remain calm, be emotionally available to their teams and inspire others to sustain high performance standards. This is why the concept of mindfulness, which helps not only your team but yourself too, remains an important tool for leaders, even in these unprecedented times.
We know that the most highly effective leaders practice a high degree of mindfulness. Mindfulness is the ability to be fully present in the moment, observing both your own thoughts/feelings and what is going on around you. Mindfulness is important to leaders because they must be aware of both what’s going on inside them (their thoughts, reactions, emotions and moods) and what’s happening outside them in their teams, in their organizations, with their stakeholders and within the larger society. If leaders are unaware of any of these dynamics, they are not able to manage either themselves or their
How can a leader increase his or her mindfulness?
In this unprecedented time of COVID-19 and shelter-in-place mandates, we are living through a landmark event that we will all remember for decades to come. In my conversations with clients and colleagues who are fortunate to be salaried and still employed, it seems that most business people are either highly stressed with the demands of the crisis or bored with not enough to do. And, many people are lonely because of the inability to get out and socialize during these times.
We are also finding a good amount of free time on our hands. Without the daily commute and the distractions of the office, we find several more hours a day to fill. It’s important to create a schedule or at least a checklist of daily activities that you can commit to. I’d like to provide some suggestions for self-care activities for you to consider during this uncertain time:
o Your Brain at Work by David Rock
o No Ego by Cy Wakeman
o Humble Inquiry by Edgar Schein
Lastly, Brio Leadership is offering pro bono, laser coaching sessions to anyone who needs them. These laser coaching sessions are focused and short, no more than 30 minutes. The client comes to the coach with a specific problem, like how do I keep a brave face for my team when I'm falling apart inside during this crisis and we work on it immediately and with laser-like intensity. And, it's OK to cry in these sessions.
Perhaps you'd like to try one out? If so, please reach out to me at
Are you a member or leader of a team? In the workplace, a team could be comprised of the executive officers of a company, a departmental leadership team, a special project team or any number of other teams that come together to accomplish shared goals. Teams are everywhere in organizational life today.
And yet, only 10% of teams rate themselves as high performing. There is an urgent need for a better understanding of how teams can function at their best, and a growing awareness of how team coaching can provide that. Team coaching is a powerful tool to drive business results.
What is team coaching? In team coaching, a certified team coach facilitates and coaches the team as a system or entity unto itself. Each team has its own unique and special personality, reflecting the contributions of the individuals on the team and the environment in which it operates. A team coach understands the system dynamics of a team and can help the team address issues that prevent it from achieving high productivity.
In Hans Christian Andersen’s 19th century fable “The Emperor's New Clothes”, the only citizen of the kingdom who tells the truth is a young boy who blurts out, “the emperor is naked!” Everyone else defers to the status of the ruler, flattering him about his new “outfit”, which is, in fact, his birthday suit (nakedness).
Cute story, right?
The reason the fable has survived as long as it has is due to its inherent truth. Power and rank often diminish our powers of perception, perspective and empathy, especially specifically when few people have the guts to speak the truth to power. This is the reason why executive coaching can be so impactful. The executive coach, as a trusted and equal partner to the executive, can say things that others might not. That is not to say that the coach/client relationship is adversarial. To the contrary, the coaching relationship is one that involves trust, confidentiality and openness.
Are you wondering if you could benefit from executive coaching? Here are five top reasons that you need it:
When someone talks about being mindful, do you envision sitting cross-legged on a cushion chanting “Om”? And your first reaction is, “There’s no way I’m doing that!” Many of my coaching clients have this reaction when I first introduce them to mindfulness practices, such as deep breathing or scanning the body for tension. During our coaching sessions, I introduce clients to several breathing exercises and encourage them to practice often in two-minute pauses during the day. That way, you don’t have to sit on a cushion for 20 minutes every morning (although that can help), but you incorporate mindfulness mini-sessions into your daily routine.
Mindfulness practices are particularly helpful to leaders. Leaders have heavy responsibilities and are often stressed with too much to do in too little time. And, because all eyes are on the leader to set the example for the group, it is important that the leader takes a measured response to challenges and obstacles. Mindfulness has been shown to create these benefits:
What leader doesn’t need all of these things? Here are four practices to gently add to your daily rhythm that will build your mindfulness capacity:
It is a fact of life that we all get stressed, not only at work but at home also. During these moments of stress and worry, it is known that practicing gratitude is an effective way to calm our brain and focus on the positive. Brain science has shown that gratitude is “can change your brain, make you happier, boost your immune system, improve your relationships, and make you more productive.”
Recently, one of my coaching clients was telling me how he uses gratitude when the situation at his office gets tough or stressful. I asked him what he did to practice gratitude and he listed the usual: “I tell myself I’m thankful for my wife, my family, my house, my car, etc.” While I admired his gratitude practice, I challenged him to push this concept further, by “amping up the gratitude” as I like to say. He was curious to understand my meaning so I made a few suggestions:
This month, our article is an infographic on the benefits of coaching. There is a growing body of research that establishes coaching’s return on investment as between five and seven times the cost. Read on for more information:
From the desk of