Many large change initiatives have a top-down structure. This means that you have to comply, otherwise you will be punished. In this way, there is extrinsic motivation only. When enforcement is absent, many people will default to their initial behavior. It is likely that they will pay lip service to change. They will only conform in order to prevent getting fined or laid off. Think about speeding on the motorway, we all do it when there is no surveillance.
We need real behavior change and that means that we need to feel ownership and thus be intrinsically motivated.
We feel ownership if we see and feel the impact of the challenges on our personal lives.
Any change initiative should at least encompass these components: awareness, understanding, motivation and action (AUMA).
When we see (awareness) it, we understand it.
When we understand (understanding) it, we care about it.
When we care (motivation), we do (action) something to save it.
The main facilitator for change is doing. Only reading, writing or talking about change doesn’t work. The complexity of the challenges requires that we experiment all the time. We will fail, and we will learn continuously.
Bottom-up change needs to facilitate a shift from a
Negative sum game
⁃ Few (leaders, providers) have high happy, health, wealth (HHW)
⁃ Many (participants) have low HHW
⁃ Planet is destroyed
Into a Positive sum game
⁃ Few have low happy, health, wealth
⁃ Many have high HHW
⁃ Planet is regenerated
“You never change things by fighting the existing reality. To change something, build a new model that makes the existing model obsolete.” ~ Buckminster Fuller
The change approach has to be different for the different Brain Operating Systems (BOS).
Effective change has to be tailored to the respective BOS.
In Fitting In, people stick to the status-quo and logic, they avoid discomfort, emotions, uncertainty. They largely run on auto-pilot and as they stopped learning after their education, they mostly have one career and avoid change.
In Flying Out, people are okay with moderate change and focus also on psycho-logic.
Extraordinarians are ready for exponential change and addresses both logic and psycho-logic.
People in a particular BOS assume that everyone else is just like them, so they are projecting all the time to people with another BOS. That results in miscommunication and misunderstanding.
Because there is protection and projection there is hardly any connection between the different BOS’es.
Once we are aware about the different BOS’es, we can more effectively communicate and change.