Slowness to change usually means fear of the new.
Every business leader knows the challenges that come with effecting long term cultural change. People can be fearful and threatened by what a change may involve, or how it may affect them. If we provide learning strategies to help people to cope, and most importantly help them gain insight into why they may feel this way, then the path to sustainable cultural change can be a smoother one. We believe that raising individual self -awareness levels is key to the success of organisational change.
Once you’ve raised ‘real’ self awareness levels (insight around our triggers and stimulus), this is when Attention Density comes in to play. It is an approach from the area of Neuroscience, and in simple terms explains how that when we learn the brain changes neural pathways. If you give enough focus to something the brain will start to fire neurons in new patterns. If you continue to focus and concentrate then these new patterns will become permanent.
Attention Density: (exposure + repetition + application) = permanent change.
Exposure is the introduction of new ideas, thoughts and experiences. The Repetition of these will enable the brain to store them in the short term memory and the repeated Application will move them to long term memory. We will not be open to Exposure until we are self aware – once we have awareness we have the opportunity to be open to new ideas, thoughts and experiences.
Attention Density shows us that the old concept of ‘you are what you think about’ is no longer a vague philosophical idea.
There are many techniques that can be used to help raise ‘real’ self- awareness with individuals and teams. These focus around limiting beliefs and the internal dialogue that they generate, which then drive resistance. We explored some of these at our recent Taster Day and during our HRD seminars.
We will be covering self- limiting beliefs and reframing in our next two blog posts.