Are we in a groove? Or in a rut?
Every organization wants to be in a groove. But no one wants to be in a rut. The key is to be able to recognize when you’re in a rut and then (figure out) how to get out of it.
Personal change is difficult for most of us — think old dogs and new tricks. Organizational change is more challenging — think a bunch of old dogs and many new tricks. A recent article in stategy+business draws our attention to the importance of understanding what neuroscience has to teach us about how individuals learn new behavior and apply it to the organizations we lead.
When I attended the Neuroleadership Summit last fall, I learned that over 90% of our actions are rooted in habits. In order to change we need to be “mindful” of what we’re thinking and doing. That is the first step – recognizing the need for change – in what the authors of the article call “The Virtuous Cycle of Focused Values.” Greater awareness of your current situation and the future you want to co-create with your colleagues is essential if you want to initiate either personal or organizational change.
The awareness of reality is often our biggest challenge since it is so easy to be disconnected from what is really happening in the organizations we lead. We often believe that what we hope is happening is actually happening.
Are you in a groove or a rut? And how are you incorporating objective perspectives to help you continually assess the answer to that critical question?