Ivan Palomino

Leading by example during a culture change is critical. We are wired to learn and adapt through observation and imitation. Mirror neurons play a crucial role in this process, allowing us to instinctively mimic the actions and emotions of those around us. Throughout history, this mirroring behavior has been essential for survival, enabling us to quickly learn new skills and adapt to our environment. As a leader, your actions speak louder than any words. By embodying the new culture, you provide a tangible model for others to emulate, accelerating the change process. This authenticity builds trust and motivates others to follow suit, fostering a sense of collective ownership and commitment to the new culture.

Genuine involvement requires addressing both logic and emotions with stakeholders. Here's how to use neuroscience: 1. Feeling excluded triggers the amygdala (fear center). Early involvement allows them to voice concerns and feel heard, reducing fear and fostering trust. 2. Address concerns with clear data & evidence. Facts activate the prefrontal cortex (logic center), promoting rational evaluation and trust in the process. 3. Highlight how change benefits them (improved efficiency, career growth). The reward system in the brain releases dopamine, increasing trust and motivation. 4. Ignoring potential problems fuels distrust. Showing empathy for their challenges activates the insula (empathy center), fostering trust and collaboration.

To understand your team's fears, try these: 1. Create a safe space for honest conversations. Encourage your team to express their concerns without judgment. Ask open-ended questions like, "What worries you most about this change?" 2. Pay attention to both verbal and nonverbal cues. Empathize with their feelings and acknowledge their concerns are valid. 3. Be transparent about the reasons behind the change and the expected benefits. Share information openly and address any rumors or misinformation. 4. Involve your team in the change process whenever possible. Ask for their input, ideas, and feedback. This helps them feel ownership and reduces resistance. Remember, change is often unsettling. Build simple and consistent actions.

Here's a sneaky hack: Frame continuing education as a time-saving investment. ⏱️ Identify a time-consuming task at work. Is it data analysis, project management, or writing reports? Ask yourself, could learning a new skill help automate or streamline this task? Maybe a data visualization course or project management software training? Track your time before and after learning the new skill. ⏰ Did it actually save you time? By how much? Iterate! Is there room for further optimization? Consider microlearning platforms or asking an AI platform. Continuing education shouldn't just add to your workload, it should empower you to work smarter, not harder! Start with skills that will make the time for you to learn new stuff!

SMART goals are great, but for inspiring and aligning teams in a fast-changing world, OKRs (Objectives & Key Results) offer a powerful alternative. Here's why: ✅ OKRs set ambitious goals (Objectives) & measurable milestones (Key Results) to achieve them. It's about what you want to achieve, not just completing tasks. ✅ OKRs encourage ambitious goals that push boundaries, sparking innovation and fostering a culture of "reaching for the stars." ✅ Publicly shared OKRs ensure everyone understands the company's goals and how their work contributes to the bigger picture. ✅ OKRs allow for course correction as needed. If the market shifts, you can adjust Key Results without derailing the entire goal. 🌟Maybe it is time to ditch SMART goals???

Communicate Change Without Overselling - It Creates Friction: 🌟Start with "Why" - Not "What": Instead of focusing on features, explain the purpose and benefits of the change for employees and the company. 🌟Transparency is Key: Be honest about challenges and potential roadblocks. Address employee concerns directly. 🌟Make it a Conversation: Encourage feedback and questions. Town halls, surveys, and small group discussions can be valuable tools. 🌟Outline a clear roadmap with milestones and opportunities for employee involvement. By focusing on understanding, collaboration, and shared ownership, you can effectively communicate change without resorting to overselling.