7/26/2023 0 Comments Thrive meaning t![]() ![]() So how do you create a sense of urgency to initiate needed change while calming the Survive Channel and activating the Thrive Channel? The overheated Survive is what causes the “corporate antibodies” to activate and kill the transformation. I have seen many organizations start a transformation with goals of reduced cost (interpreted as “reduction in force”), flattened organizations (interpreted as “fire the managers”), and eliminating bureaucracy (interpreted as “eliminate corporate QA or compliance”). Resistance grows because they see the change itself as the threat and not the ‘burning platform’. These factors overheat the Survive Channel which reduces collaboration, creativity, and productivity. These can be seen as threats to job security, loss of authority, or just lost time with the family due to long hours. “We are failing to meet customer commitments both external and internal.”Īctivating Survive is needed to get people out of complacency and into action.īut problems occur when the use of the Survive Channel to that overheated Survive state.Ĭhange efforts often result in new plans, new metrics and reports, fear of restructuring, or significant changes in the current process. One company’s Agile transformation was launched with the statement: This can be a good thing if used correctly. ![]() This activates the Survive Channel in the organization as a whole. They try to raise the sense of urgency through a ‘burning platform’ message. Most organizational change starts from a threat or challenge as perceived by management. The energy and positive emotions from an activated Thrive Channel last as long as progress toward the opportunity is visible. They can more easily work long hours because they see the opportunity and potential. People join because they believe in the cause. ![]() This effect is often seen in startup companies. Our field of focus expands, curiosity broadens, positive emotions flow which improves collaboration, creativity, and innovation. When perceived, Oxytocin and Vasopressin are released which triggers passion, excitement, and increases energy more slowly and sustainably than Epinephrine. The Thrive Channel is always looking for opportunities. If you’ve ever been in a situation where you feel overwhelmed, mind racing, you can’t focus on any one thing you were likely in an overheated Survive state. This compromises our ability to see opportunities, think creatively, and act collaboratively. This drains energy, increases stress, and we can go into an overheated Survive state. When the car passes, you calm down, take a breath, and can continue.īut If the perception of threat persists, our bodies release cortisol and other hormones which keep us on high alert. Your heart races, your peripheral vision narrows, and you pull over quickly. You are driving along, and you hear sirens and see flashing lights behind you. We use this energy and focus to eliminate (or flee) the danger and once we perceive that we’re safe, we calm down. When a threat is perceived, a flood of Epinephrine (more commonly called adrenaline) is released to provide a spike of energy, increase heart rate, blood pressure, and breathing. The Survive Channel is constantly scanning for threats. ![]() In his book Change, John Kotter describes two ‘channels’ that are relevant in this context the Survive Channel and the Thrive Channel. We are hardwired with instinctual behaviors that were necessary for the survival of our species. So let’s begin by understanding some of the science behind human nature. Why is organizational change so hard? Why do many revert to the status quo? How do we approach change in a way that improves the odds of success?Ĭhange requires a lot of people engaged and committed to it to be successful. Organizational change is very difficult, disruptive, and often scary. Don’t Just Survive an Organization Change, Thrive on the Opportunityīy Dan LeFebvre | October 29, 2021 | Blog ![]()
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