The Head Won't Go Where The Heart Hasn't Been

After viewing the videos for this week, I have definitely gained newfound insight into how to effectively promote change within my organization. Prior to this week, I held a strong belief that if I thoroughly explain how an idea “makes sense” logically, that would be more than enough to convince my target audience to move forward with my idea(s). I think myself, along with many others, have been conditioned to hold this belief primarily because change is often enacted to solve a problem. And how have most of us been taught is the best way to solve problems? By using logic and reason.

Now, however, I understand that using pure logic is not enough (or even the best avenue to take scientifically) when looking to create sustainable change. In the video The Heart of Change, John Kotter explains that the more emotional piece of the brain is more tightly connected to the nerves that change and regulate behavior (Kotter, n.d.(b)). Simon Sinek also explains in the video Ted Talk- Start with Why? How Great Leaders Inspire Action, that when we communicate from the inside out we are talking directly to the limbic part of the brain that controls behavior (TEDx Talks, 2009). Therefore, if you want someone to change behaviorally, tapping into the emotional is more important (Kotter, n.d.(b)). A great example of this was shown in the experiment conducted by David Maxfield and Joseph Grenn in the video How to Change People Who Don't Want to Change. When the boys attempted to lecture smokers and remind them of facts they already knew about the dangers of smoking, it only caused reactance (VitalSmarts Video, 2015) and did not motivate the smokers to change their behaviors. However, when the boys began to use influential questions that tapped into the smokers’ emotions, the smokers became more open and motivated instead of defensive because they were given an emotionally safe environment in which to explore motivations they already had and believed in at their own pace (VitalSmarts Video, 2015). The sense of personal decision and intrinsic motivation this created was so important because it encouraged commitment to change which, in turn, led to follow through from some of the smokers.

In conclusion, it appears that as I go along my disruptive innovation journey on my campus, the most powerful action I can take to encourage change is to establish a ”why” statement that speaks to the personal truths and desires (TEDx Talks, 2014) of my target audience. My “why” statement needs to speak to them in a way that makes them feel so emotionally connected to my idea that they are intrinsically motivated to follow my lead for themselves (TEDx Talks, 2009) and feel a sense of urgency to create change (Kotter, n.d. (a)).

SOURCES:

Dr. John Kotter. (n.d.). Leading Change: Establish a Sense of Urgency. [Video file]. Retrieved from https://www.youtube.com/watch?v=2Yfrj2Y9IlI.

Dr. John Kotter. (n.d.). The Heart of Change. [Video file]. Retrieved from https://www.youtube.com/watch?v=1NKti9MyAAw.

TEDx Talks. (2009, September 28). Ted Talk- Start with Why? How Great Leaders Inspire Action. [Video file]. Retrieved from https://www.youtube.com/watch?v=u4ZoJKF_VuA.

TEDx Talks. (2014, June 30). Why TED Talks Don’t Change People’s Behaviors. [Video file]. Retrieved fromhttps://www.youtube.com/watch?v=W0jTZ-GP0N4&feature=youtu.be.

VitalSmarts Video. (2015, January 5). How to Change People Who Don't Want to Change. [Video file]. Retrieved from https://www.youtube.com/watch?v=9ACi-D5DI6A&feature=youtu.be.