No alt text provided for this image Fear of Change Phobia – Metathesiophobia 

Some days ago, our VP of Operations, Eng. Ian Carlos Hernandez tagged along to our series of post on “Surviving the Organization”. In his post, Ian Carlos shared with us the urgent need to close the gap between our brains mode and the different challenges faced during continuous changes within the organizations.

Changes within organizations often bring with an unknown set of variables, and the unknown can and will cause their constituents to switch into panic mode. David Rock, the author of the “Handbook of NeuroLeadership,” explains that uncertainty registers as an error, gap, or tension in the brain: something that must be corrected before one can feel comfortable again. Not knowing the future, what will happen next can be a very debilitating factor because it can overload cognitive resources, which can diminish:

  • memory,
  • undermine performance, and
  • disengage people from the present.

In order to manage fear, our VORTEX NeuroGneering team would like to suggest the following four pieces of advice:

  • Acknowledge your own level of discomfort. How have you felt during before the changes? What were those changes? How long do you typically feel that way? Do you feel excited about changes or do you dread a potential new direction, role change, expanded responsibility, lack of time to perform, less time for your family? Once you rationalize your very own level of comfort, you can recognize how you may impact others’ fear of change in the workplace. At the same time, this introspection will set the foundation for you to overcome your own fear of change.
  • Get process granularity. Increase your communication with your supervisors’. Be specific and share how you feel. Writing down the facts that support the transition and avoid fall victim to rumors. Focus only on facts – this will pave the road to overcoming your fear of change.
  • Get in the action, engage in the process– Keep a high level of performance and increase your engagement, focus yourself into developing a new way to do things. Seek excitement during the change and see it as a learning opportunity to get involved in new projects, ideas, and teams. By behaving in the open-mind fashion you will be more likely to feel in control, empowered and fully powerful.
  • Call the Lean Enterprise Consulting NeuroGneering Team 

The next time “fear” knocks on your door, remember the VORTEX 1-2-3 tips. For even more information on how to effectively surf change within your organization, feel free to contact our VORTEX – NeuroGneeing team at Lean Enterprise Consulting.

Dr. Thomas Agrait – CEO – Vortex NeuroGneering @ Lean Enterprise Consulting