Neuroplasticity is the ability of the brain to change the existing connection and behaviour, in response to the new developments, information, and interventions. This ability can come in handy for DEI, which is often resisted by employees because of the change the initiatives entail.
Neuroplasticity is one of the fundamental properties of the brain that enables an individual to adapt. As needs change, the brain creates new neural pathways to accommodate the new inputs introduced. And that’s the science of it.
Remodeling workplaces
A study by McKinsey reports that around 70% of corporate development initiatives fail. The science behind this is nothing but the human nature of ‘resistance to change’. Bringing substantial change prompts people to exert high energy and effort that is kept aside for performing routine tasks the brain is familiar with. Now what it reflects on is the workplace non-conscious bias and stereotyping that derail the cultural improvement of organizations. Individuals, who are unable to acknowledge the differences of others can make the inclusion efforts of the company seem like a wake-washing strategy to step into the market of best companies’ roll of honors.
How can the organization work around this?
As organizations across the globe are striving to make it to the best performers list in terms of their DEI initiatives, the outcome of it seems to be worse than futile. A market study by Global Industry Analysts Inc reports the global market for DEI was estimated at US$7.5 Billion in the year 2020. And this is projected to reach a revised size of US$15.4 Billion by 2026. As DEI stands as the overarching goal of those discerning organizations, the fundamental aspect of change happens and should happen at the grassroots level, which is the people of the organization. Among the many solutions, Neuroplasticity seems to be one of the most rational modes of approach, given its scientific explanation. Building resilient teams and powerful and inclusive leaders are all part of the journey unless they don’t feel like becoming that. So, here is how to leverage that plasticity factor right into the system for remodeling workplaces.
Sandra McDowell, founder of eleadership Academy curated a four-factor flowchart that helps rewire the brain. But it is important to note that unless the individual commits to following it,
the effort would only go haywire. So here are the steps:
Care
Unless there are efforts taken toward the subject, fruitful results are not possible. Organizations need to put forward intrinsic and extrinsic motivational factors for the employees to start thinking about the cause that they have to focus on.
Notice
Understanding the current actions and behaviors is the second step. Once it is defined that you care about the cause, a self-assessment of where one is on the roadmap can give important information and factual realizations.
Expect
The impact of positive expectations can lead an individual to perform in a way that will lead them toward their desired goal. There are research studies to support this. The same can be applied in organizational change agendas where the senior leadership team is motivated to think positively and expect the best outcome.
Focus
It is the most critical stage where one pays attention to the change they want to see. As routine alters while constantly working and practicing towards the desired outcome, individuals or organizations tend to perform towards the particular goal they have set for themselves. Here, intentionality is the key.
After all, all the matters are commitment and intention from individuals to work on changes. And what matters from the organization’s perspective is their unparalleled support and motivational rewards for remodeling workplaces. It is crucial to understand that strategic investment can only result in potential benefits.
