Organisational Change Management Volume 2

7. Machinery of the Mind (see Concepts of thinking)

{product-noshow 20|name|cart|picture|link|border|menuid:206|pricedis3|pricetax1}

. Need to understand the unconscious biases that drive us and why many decisions are fundamentally irrational and why rationalism can be the victim of emotion in decision-making

Flow

. Aligning our emotions with the task at hand is called the flow (a state of being fully immersed, engaged and involved with what you are doing, to the point where time disappears), ie

"...You must have a clear set of goals, a good balance between the perceived challenges of the tasks at hand and your own perceived skills, and the confidence that you are capable of the task. In addition, you must get clear and immediate feedback that helps to negotiate changing demands and maintain the flow state..."

Catherine Fox, 2010

To understand "flow", record what you are going and how you felt when doing it. Was it enjoyable, were you bored, satisfied, challenged, unchallenged, happy, etc? Ideally you should work on what you like doing.

The aim of flow is to have

"...a better understanding of what makes life better and try to act accordingly..."

Catherine Fox, 2010

Unconscious bias

"...The latest brain and behaviour studies reveal there's a big gap between evidence and attitudes, which may finally help explain why we don't let the facts get in the way of our opinions......In business, making decisions is portrayed as a rational and well-judged process, with no room for emotion or bias. Yet the spectacularly bad calls in the lead-up to the GFC show that's simply not the case..."

Catherine Fox, 2010a

. People are not as rational, logical, objective as we assume. It has been stated that our pre-historic brains operate in a 21st century body and bias is part of our survival mechanism, ie making snap decisions about danger/threats, etc. We reach our assumptions without being aware of it.

. It is suggested that unconscious bias operates in staff appraisal (not on merit) and helps explain gender and ethnic discrimination, etc.

. Under pressure or in a crisis or tired, etc, people tend to default to their hard-wired behaviour, ie unconscious bias. Remember: facts do not necessarily have the power to change minds. It can be very threatening to admit that you are wrong !!!!! People prefer information that supports their opinions, views, bias, etc

. For example, 6 core facets of bias that lead to underuse of talent, education and potential of women:

"...1. Unconscious bias is the cause of lack of representation of women and senior levels in organisations and society

2. Bias is a normal and necessary part of how we process information and make decisions. It simplifies the amount of data we need to make sense of by categorizing. We would be in mental overload without it.

3. Women share the same biases men about women, work, family and home. They differ in attitudes, not bias.

4. Bias can be explained by recent neuroscience. It is a deep belief...... Bias is not open to shifting by behaviour training and telling people to think and act differently. This just makes bias more covert.

5. Bias can change with specific experience, but only if that occurs when a person is in a specific state of mind.

6. Bias doesn't go away. It shifts to another bias to continue to help us simplify our information processing tasks..."

Naralle Hooper, 2010

. An example of an implicit association test (understand your own level of bias) for Australians (see https://implicit.harvard.edu/implicit/)

Age (young-old). This requires the ability to distinguish old from young faces. This test often indicates that people have automatic preference for young over old.

Aboriginal-White (Aboriginal Race).This requires the ability to distinguish Aboriginal Australians from White Australians.

Weight (Fat-Thin).This requires the ability to distinguish faces of people who are obese and people who are thin. It often reveals an automatic preference for thin people relative to fat people.

Sexuality (Gay-Straight).This requires the ability to distinguish words and symbols representing gay and straight people. It often reveals an automatic preference for straight people relative to gay people.

Countries ('Australia-United States'). This requires the ability to recognise photos of national leaders and other national icons. The results revealed by this test provide a new method of appraising nationalism.

Gender (Gender-Science). This often reveals a relative link between humanities and females and between science and males.
Skin-tone (Light Skin-Dark Skin).This requires the ability to recognise light and dark-skinned faces. It often reveals an automatic preference for light-skin relative to dark-skin.
Race (Black-White). Than and African origin. It indicates that most people have an automatic preference for white over black.is requires the ability to distinguish faces of Europe

(sources: Catherine Fox, 2010; Catherine Fox, 2010a; Narelle Hooper, 2010)


Free
5 5 1 Product

1 Month

Start your Change Management Plan today

With our FREE Basic membership


FREE fast start guides to review your organizations

FREE access to change management knowledge base

FREE change management case review

 

JOIN NOW


Become a Member - the benefits:

  • Ability to download a hardcopy(s) of the entire 5 x volume knowledgebase
  • Copy, paste and print content of interest
  • Be personally notified about regular content updates
  • Receive advance copies of the newsletters (including interesting articles)
  • Receive notification of upcoming events like Change Management Masterclasses

designed by: bluetinweb

Free 1:1 Consultation

get a free 1:1 consultation to apply
the relevant concepts to your specific
change management project