Major changes create insecurity and blockage in the organization. The pace of change and digitization is increasing.
High rate of change requires adaptation. Now, with the help of an understanding of how the brain works, we can let Pulse Measurements be a support, we mean Yesbox.
Since brain research has shown that most people who are exposed to major changes experience insecurity and blockage in different ways, it is important that we deal with this in our companies and organizations.
Researchers who Daniel Seal talks about three aspects that are important for people to deal with a changing world. We need:
- understand how the brain works
- create presence in the form of mind(fulness)
- create good relationships.
With these insights, the leader's main task is to lead and implement changes through communication that creates security, commitment and motivation. Here, heart rate measurements a few times a year can be of great help. But it is of course extremely important to ask the right questions. Read about heart rate measurements here
Yesbox believes that there is a lot of frustration around these constantly recurring changes as the brain signals danger. But the management has often not understood the importance of communication and leadership and lacks understanding that different efforts are needed for different individuals and groups.
Common comments in surveys about organizational changes are, for example, “Organizational changes are always implemented in connection with staff reductions”, which means that the changes are negative. Others say that "one organization never has time" to land "before the next change comes" which creates further insecurity ".
- There is a lot to do, a neutral support from outside can make great use and create very good results in times of change.
Yesbox together with its customers sends out questionnaires, in the form of heart rate measurements. Then analyze and supports the platform with both automated advice and follow-up calls. In both surveys and dialogues, the teams can continuously support follow-up and reflect on different points of view to create a good culture. You reflect and learn from the Pulse measurement during each meeting
How would it feel if you could put your finger on exactly where the measures need to be put in place? Or manage to talk about important issues before they become too big and take their own way?
