Here’s
a comment I received from CrowbarJoe about last week’s
posting on reframing and habits:
Yes, I think it is
hard to change ourselves, but not because we don't see or believe in the new
vision.
I think it's hard to let go of the old. Sometimes we feel that
letting go is the same as denying. But we can reaffirm the past value, and
still move on - kind of like the abhorrent 3/5 compromise that got our
forefathers temporarily past a divisive issue and on to creating a nation. (I'm
guessing Egypt might benefit from a 3/5-type of compromise right now.)
So
here's the script:
"Yes, it was an accomplishment. Yes, we felt good about
it. It will always be there, and we can always be proud of it when we remember
it. Now, let's figure out how to create this new structure to better leverage
our new reality. Here's an idea: instead of starting the day with that first
cup of coffee, how about a first glass of orange juice?"
Let's not be
afraid to take a next (or first) step on the spiral.
I agree that the issue with changing isn’t that ‘we don’t
see or believe in the new vision’.
That’s the most interesting part of it.
We get the importance, but we can’t seem to get over to that new reality
that we can clearly see.
Letting go of the past is part of it, yes. We often need to acknowledge the value of
something in the past as we let go of it.
Whenever I attempt to leave my coffee habit behind, I have nostalgic
memories of sitting in coffee shops in different parts of the world having
great conversations. I remember the way
that felt, and I sigh because I don’t want to give it up.
‘Daily drift’ is another part of changing habits. We tend to slide into certain behaviors out
of habit, especially when we are focusing on something else. At least, I do. While I’m
working on something I want to finish and get out, I find that cup of
coffee in my hand, even though I might have made the commitment to letting go
of coffee. I have to pay careful
attention to some new desired behavior, especially when there is some element
of addiction, as with coffee. I have to
practice new behaviors over and over to make new habits.
But, what makes that practice likely to succeed? What has me keep up the practicing? My experience is that it I succeed when I am
part of a group that is practicing the same or similar new behaviors—I need the
“we”. I believe that we need the support
of partners to accompany us along the way.
I have friends in my neighborhood to walk with in the mornings—if they
go out of town or are unavailable, I am MUCH less likely to walk. We have created a container for the practice
of walking that supports us.
What does this mean for organizations?
It could mean that organizations have greater ease in acting
on new frames and creating new habits. Organizations can set the direction of
focus and co-create ways to practice new behaviors—together.
I worked with a wonderful organization a few years ago that
wanted to increase engagement and staff satisfaction. The leadership demonstrated
support for the project by getting the whole organization involved in our
conversations and our reframing of what engagement looked like for different
areas of the system. We all agreed on
behaviors that would make a difference, and each area chose an ongoing project
of importance to them where they would apply the new behaviors. This was the ‘practice’ portion.
Some changes occurred, and there was some slight shift in
the organizational culture, just by virtue of having focused attention on the
topic. But the practicing of new
behaviors never really occurred across the organization, even after the top
team, managers and staff had co-created the process and agreed to the
terms. Practicing took too much time,
attention and focus. The project drifted,
and when I pointed out the obvious drift, the response of the leadership was just
like when we try to shift personal habits: we didn’t have time, I couldn’t
focus on it, it was easier to do things the way we had always done them, even
though we were not increasing staff engagement….
They weren’t really committed, together. Commitment is different from mandating. Mandating doesn’t usually
change a company’s culture, but real reframing and commitment to new behaviors
will. Organizations have a tremendous
tool at their disposal for making change—the collective—and if the reframing captures the will of the collective,
new practices will pay off. Group habits
will shift.
Here’s a simple way of looking at the move toward new habits:
- · See the desired new [the reframe]
- · COMMIT
- · Acknowledge the old ways
- · Practice
- · Observe how the group is doing
- · Pay attention to the benefits of the new practice
- · Tweak systems and structures to support the new habit
- · Keep supporting the new habit
No comments:
Post a Comment