Benefiting at work from Brain Based Insights

This is interesting, Ellen. On a related note, this is also true for organizational change. Many changes fail because over time leadership/management stop reinforcing the message.

Ann, thanks for your comment, and your suggestion for reinforcing the message. In your opinion, how might people and management work together to keep a shared flame alive? It seems to me it would be far more than reinforcing the message ... and your thoughtful ideas make me curious about what that process would look like. Seems you are onto something here. Could you elaborate a bit more?

Hi Ellen - I think that it starts at the very beginning when a need for change is discovered and a desired path is identified (hopefully not in isolation - but with as much organizational participation as possible). Constant communication, adjustment, and additional communication is needed (around desired results, progress, outcomes, etc.). In the end if you want people to do something differently, value something differently or behave differently you have to substitue an new process or outlook for the old and keep reinforcing it organizationally. If it's core values, reward or emphasize people or situations that exemplify those values. If it's a new product, keep that product in the limelight. There's a critical point in the change process where you're through implementation - but you need to make that implementation "stick" - you're not done yet! (Honestly, you're never done!)

Thanks for the interesting and inspirational thought, Ann! When I read deep insights like this one..it reminds me that while we are "never done" we have a huge privilege of walking alongside leaders like you! Would you agree that implementation with most buy -in is likely to stick longest...?

Absolutely!