Change by numbers…

I like to keep things simple – helps me to process them!  Here is a simple thought to make your change process brain-friendly…



When considering the change you want, and you’ve unpacked and re-packaged your thinking around it, try to formulate it into a statement of 3 key objectives, KPI’s or outcomes.

Why?….our brains are geared for the power of three – it feels right…it has a cadence…and it’s much easier to remember, recall and embed.

morning  noon  night
before  now  after
beginning  middle  end
bacon  lettuce  tomato
three little pigs
rock paper sissors
tick tack toe…..need I say more.

How many values does your organisation subscribe to?
How many goals or KPI’s are employees chasing?
Could there be value in reducing or consolidating to the rule of 3?

You might enjoy this Forbes Mag article…The RULE OF THREE 


Change in organisations is about behaviour change, which is essentially about habit change.  It turns out that in terms of our brain biology, we can optimally only work at changing two significant habits at any one time. Changing habits is about utilising the power of neuroplasticity and making choices about where we put the quantity and quality of our attention – or as leaders, where we help our colleagues and teams to put the quality and quantity of their attention – so that new neural pathways are created and solidified to ‘wire’ in the new thinking or behaviour patterns.

The hippocampus is one part of the brain involved in focus and attention.  It is only when we pay attention to a limited number of stimuli that the hippocampus is instructed to jump in direct sufficient attention to enable learning or embedding to occur.

So in terms of change, it can be useful to determine and restrict your focus to creating a maximum of TWO behaviour or habit changes in your people at any one time.

You might enjoy this Fast Company article… BRAINS RESPONDING TO CHANGE


And finally, my old favourite ‘Change Happens One Conversation at a Time’.  Patience is the key. Change is iterative and incremental and we must hold the long term vision in mind, whilst focusing back at the first step of the journey. Where are we now? What is the first/next step we have to take  in the direction of the bigger vision? Success needs to be measured by today’s small but effective progress, not by a comparison to the final goal which is way too daunting for the brain to cope with.

Do you or your team need to get better at conversations?  Could it be time for some upskilling in this area?

You might like to check out my insights paper around having BETTER CONVERSATIONS!

If you are finding it difficult to focus your team or effect some form of change, maybe this is a simple rule you can use with your team to create a brain-friendly, manageable process to enable success.


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