I just finished watching Crowd Accelerated Innovation, a video by
TED founder Chris Anderson, who gave an inspiring talk on how videos power global innovation.
As an organizational change and transformation enthusiast, I picked a few inspiring concepts from his talk and now my brain is spinning with thoughts, ideas, questions—and some answers.
The first important step in managing change is to create awareness (also emphasized in the ADKAR change model). However, simple awareness without desire doesn’t do much for change makers. This is where I find myself relating to Chris Anderson’s Crowd, Light and Desire self-fueling model.
Invite the Crowd – Ensure the group shares common interests.
Dial in the Light – Create visibility for each other, of what the individuals in the crowd are capable of. This is the hard part – to open up and share your story, so we all learn from each other. “We are social species, we spark off each other.”
Form the Desire – Foster the desire like a viral enthusiasm by rewards, recognition and reinforcement like social status, public acknowledgements, feedback etc. Change happens when people feel the desire to do so.
For organizational change management, providing knowledge and training usually is not sufficient. Social neuroscience teaches us that human emotions and attention are captured, when we are engaged in a visually stimulating manner. Dan Cohen, in his book The Heart of Change, asserts that leaders should influence change in people’s hearts as well as their minds—at an emotional as well as rational level. While there are many rational reasons for confronting a problem or making a change (for example, financial, industry, market, social trends), the real desire for change often comes from capturing people’s emotions, sharing a compelling story, or drawing a picture that grabs people’s attention. This type of emotive behavior generates the high level of energy that compels social behavior and forms the desire to work for the cause. There is some serious magic in visual communication, including non-verbal communication like facial expressions, and enthusiasm that documents, spreadsheets, and memos cannot produce in people’s minds.
Now one thing that especially strikes me as a Neuro-Change Thinker…
… how are our brains shaping up with this external cultural shift? As we evolve, our brains are getting used to video-driven communication for sending and receiving information, instead of books, journals, hand-written, or typed notes. How does this impact our memory and learning systems? Information and concepts that took a couple of years of to find their way into books or other documents, now can be distributed and shared with the world within moments of being formed . I am sure our visual processing circuits will grow a lot bigger as a result, perhaps more right-brain dominant individuals leading the way (creative special processing) vs. left-brain dominant (logical-sequential processing)?
Now that reminds me of a book, The Whole New Brain: Moving from the Information Age to the Conceptual Age, where Daniel Pink shares the power shift of information workers to possessing strong right-brain qualities, highlighting six senses to cultivate for success – design, story, symphony, empathy, play and meaning.
Here’s the link to the latest TED talk by Chris Anderson on Crowd Accelerated Innovation.