How can you help employees overcome limiting beliefs during change?

Penso que o mais importante no momento transitório de cargos e responsabilidades, seja... por parte do colaborador a busca por conhecimento e práticas de campo para função em destaque, e por parte do empregador o outro lado da moeda, abastecer de informação, dar acompanhamento e o mais importante "jogar junto", sem dúvida alguma isso pode criar uma atmosfera muito positiva onde ambos irão colher ótimos resultados.

During times of change, addressing limiting beliefs becomes crucial. As individuals progress through the Kübler-Ross change curve—moving from shock and denial to frustration, depression, and eventually experimentation—their emotions play a significant role. Negative beliefs, whether self-imposed or otherwise, can significantly impact decision-making and overall effectiveness. In my experience, employees benefit from taking time to comprehend the bigger picture. By gaining awareness and acknowledging the impending change, they can focus on the key areas that will ultimately transform their beliefs into positive ones

Employees don't want to change because employers don't want to change their values. Asking your people to change when you still view them as a disposable resource is a waste of effort. Encourage your people to grow and be creative(not just incessantly productive) and they will change themselves. External change requires continually monitoring and reinforcing. Internal change is self-perpetuating

Limiting beliefs, whether during change or not, are generally fueled by fear - False Evidence Appearing Real. Helping employees identify what lies behind their limiting belief, and then supporting them to explore which bits are real and which bits are false - through use of constructive feedback loops - is one solution.

Leading by example shows employees that you are also willing to embrace change and are open to learning and growing. This can help create a more positive and supportive environment.

Identifying limiting beliefs is a very powerful tool towards emotional regulation and managing ourselves better, all of us have tendencies towards thinking the wrong things, or even imposter syndrome, but it is imperative to identify the erroneous thinking, and to try not to fall into a downward spiral. Dr. Dan Siegel’s work on the wheel of awareness is a simple tool but quite impactful (it’s helpful for children and in the workplace as well - google it ;)), it assists us to examine our mind and help us think beyond the erroneous thoughts that may be preoccupying our mind, in order to become more balanced and fair in our thinking, thus not being overcome. It’s not an answer to every situation, but have personally found it as a helpful tool.

Unraveling and conquering limiting beliefs is like embarking on a personal growth adventure! Keep an eye out for sneaky absolute terms like always, never, can’t, or must – they’re the mischievous troublemakers. Dodge the trap of generalizing from one-off experiences, blame-throwing for stuff beyond your control, and don’t dismiss the positive vibes. If you’re feeling stuck or hopeless, it’s just a temporary detour in your epic journey of self-discovery and triumph over those pesky limiting beliefs! 🚀✨

- One thing i have found helpful is remembering that most human beings will have self limiting beliefs…it starts with hesitation, doubt that you can, then a small inner voice that convinces you that its protecting you from failing and nudges you to avoid anything that is unfamiliar…knowing what self limiting beliefs are, is a starting point. - Recognising your own self limiting beliefs is a good place to start, then calling out the belief and flipping it on its head by stating the absolute opposite of the self-limiting belief, is a big step in the right direction.

I have seen employees stuck in the same role for a long period of time and being unhappy about it. They get too engrossed in the daily chores and monotonous tasks that the urge to do something different goes missing over a period of time. Limiting beliefs are also a result of trying to stick within the comfort zone and evading risks. Helping people re-identify their strengths and by writing down their small and big accomplishments over a period of time, giving a not-so- routine task to accomplish and celebrating the small achievements can help in breaking the barriers set by these limiting beliefs. In my personal experience, mediation does wonders. Sometimes it gives you the confidence to do what seems impossible.

Unraveling and conquering limiting beliefs is an exciting journey of personal growth! Be wary of absolute terms like always, never, can’t, or must – they can be deceptive. Avoid falling into the trap of generalizing from isolated experiences, blaming external factors beyond your control, and overlooking the positive aspects. If you're feeling stuck or discouraged, remember that it's just a temporary setback in your remarkable journey of self-discovery and overcoming those limiting beliefs!

When I deliver training on Emotional Intelligence and focus on self-awareness I use this simple method to challenge our negative self talk or limiting belief: Catch It: Spot those negative thoughts as soon as they pop up, like noticing a red flag. While we are said to have up to 60,000 thoughts per day, these are often repetitive and we can still focus on one. Check It: Question the thought. Is it true? Often, you'll find it's not as solid as it seems. Change It: Flip the script. Transform the negative into a positive, like rewriting a story's ending.

Show people what’s possible. When someone can see that someone else has done it before then impossible becomes possible. Be careful not to compare but instead showcase what is possible and highlight strengths and reasons why it’s possible for you or your audience no matter the size:

A nossa mente é formatada para nos proteger e "negar o desconhecido" é o melhor exemplo disso. O preparo diário e os treinamentos são as principais fontes para se criar um mindset de crescimento. Entretanto essas fontes tem que ter a frequência e sequência ideais pois ao primeiro vacilo, o seu cérebro tende a te levar para a "zona de conforto". Existem excelentes leituras de autores que superaram isso ou que entendem este perfil com profundidade, se abastecer de conteúdos assim diariamente ajudam a desconstruir as crenças limitantes. O mundo digital também é uma grande ferramenta e sabendo usar, você terá acesso a muito conteúdo que contribuirá com sua constante evolução

In the work place limited beliefs are often based on assumptions and past experiences. To challenge that, invite employees to consider the alternatives, no matter how ridiculous they may seem. If the limited belief is that new systems never work, I would explore with the employee what would happen if it did work? What if it is adopted and fails? What if it is adopted and it's a great success? What will you lose or gain in each scenario?

Para desafiar las creencias limitantes, es importante cuestionar su validez y precisión. Esto puede implicar examinar evidencias que las respalden o refuten, considerar perspectivas alternativas y desafiar los pensamientos automáticos negativos mediante la lógica y la razón. La práctica de la autoaceptación y la autocompasión también puede ayudar a contrarrestar las creencias limitantes.

I think it’s important to share a vision, a purpose of why you work everyday, what values are key and what do you want to achieve as a company. After that: - create an environment in which everyone can be the best they can. Allowing to take risk and have mistakes. - lead the changes from the “why” instead from the “what” carefully taking into consideration different approaches from the early adopters to the resistants. - follow up, follow up and follow up

First of all, create an environment where employees feel comfortable expressing their concerns without fear of judgment or negative consequences. Address their questions and provide "transparent information" about the change process. Also clearly communicate the rationale and benefits of the change. Offer training and development opportunities to equip employees with the skills and knowledge necessary to embrace the change. Provide resources that help them understand the change and its impact. Emphasize the opportunities for "personal" and professional growth that the change presents. Help employees see the change as a chance to develop new skills and expand their capabilities.

1. Open Communication: Encourage a safe and non-judgmental space for employees to express their concerns and fears openly. This allows for deeper exploration of limiting beliefs and facilitates the process of reframing them into empowering perspectives. 2. Education and Training:These sessions equip employees with the knowledge and tools to identify and challenge their limiting beliefs, empowering them to embrace change with confidence and resilience. 3. Positive Reinforcement Acknowledge and celebrate every step forward, no matter how small. 4. Mentoring and Coaching:Offer personalized support through one-on-one coaching sessions to explore their limiting beliefs, uncover underlying assumptions, and develop strategies to overcome them.

Mettre l'accent sur les aspects positifs du changement. En se concentrant sur les opportunités de croissance, d'apprentissage et de développement personnel, ça aiderait à transformer notre perception du changement. Célébrer les progrès et les réalisations :Se concentrer sur les réussites, même les plus petites, pour renforcer la confiance et la motivation à persévérer. Prenez quelques minutes chaque jour pour visualiser de manière positive l’adaptation au changement. Entourez-vous de personnes encourageantes qui vous soutiennent et vous encouragent pendant le processus de changement. Leur optimisme et leur confiance peuvent être contagieux.

Replace them with affirmations or statements that support your goals and aspirations. Consistent practice of positive affirmations, visualization, and surrounding yourself with positive influences can help shift your mindset over time : Recognize and become aware of your limiting beliefs. Pay attention to negative thoughts and self-talk. :Question the validity of your limiting beliefs. Ask yourself if there's evidence to support or contradict them. :Create positive affirmations that counteract your limiting beliefs. Repeat these affirmations regularly to reinforce a positive mindset.

Ahhhh le Changement 👍 Le changement offre l’opportunité d’apprendre et de se développer. Certes, à mon avis, il nécessite une: 1/ Force mentale 2/ Capacité pour s’y adapter 3/ Préparation 4/ Volonté pour dépasser toute difficulté 5/ Aide pour conseiller et supporter 6/ Attitude positive 7/ Sagesse et humilité pour apprendre….

Reinforcing positive beliefs among employees during times of change involves a combination of recognition, empowerment, and education. 1. Start by acknowledging and celebrating small wins and progress, which can boost morale and demonstrate the tangible benefits of embracing change. 2. Empower employees by involving them in decision-making processes, giving them a sense of ownership and control over the changes happening. Additionally, provide continuous learning opportunities through workshops, training sessions, and mentorship programs to equip them with the necessary skills and knowledge. 3. Regularly communicate the vision and how each employee's role contributes to the success of this vision, fostering positive outcomes of the change.

The environment in which someone works can have a reinforcing effect on their beliefs. To change beliefs, change the environment.

Existem 3 crenças que são impulsionadoras para a alta performance: Confiar em si mesmo; Acreditar nas pessoas; Tudo é oportunidade. Este olhar fará com que você atinja resultados expressivos. Confiar em si mesmo, você sabe as habilidades que possui, por vezes focamos em desenvolver aquilo que não somos bons, quando na verdade a sua primeira ação deveria, focar naquilo que você é bom, nas suas fortalezas, isso te levará ao próximo nivel. Acreditar nas pessoas, é um dos processos mais dificeis, mas existem pessoas a sua volta que podem te auxiliar de forma direta ou não, mas agora pense, como você pode construir a rede segura no seu ambiente de trabalho. Tudo a sua volta é oportunidade, aprveite muito bem todas elas, inclusive as ruins.

Une fois les croyances limitantes identifiées et remises en question, il est important de les remplacer par des affirmations positives qui renforceront votre confiance et votre motivation. Les affirmations sont des phrases qui expriment le résultat, l'état ou le comportement désiré, énoncés au présent comme s'ils étaient déjà réalisés. Par exemple : « Je suis capable de m'adapter au changement. » « Je considère le changement comme une occasion d'apprendre et de grandir. » « Je dispose des ressources et du soutien nécessaires pour surmonter les défis. »…

I recommend using the Meta-model for unpacking their limiting belief. You could use a combination of different mental exercises afterwards to help remove the limiting belief. For instance, the visual squash is useful for some. Creating an anchor or collapsing anchors is useful for others. The information that is gathered during using the Meta-model will help determine what kinds of techniques you use. I have written a few posts on this topic.

To help employees overcome limiting beliefs during change, organizations can foster open communication, provide education and training, empower employees to take ownership, offer positive reinforcement, ensure leadership support, focus on resilience building, and lead by example with adaptability and positivity.

Ao treinar os indivíduos nesse processo, enfatizo a importância da empatia, da validação e do encorajamento. Incentivo meus clientes a desafiarem suas crenças autolimitantes, ajudando-os a identificar padrões de pensamento negativo e substituí-los por afirmações positivas e capacitadoras. Utilizo técnicas de coaching e terapia cognitivo-comportamental para auxiliar na mudança de perspectiva e na promoção do autoconhecimento. Por meio de um apoio contínuo e personalizado, capacito meus clientes a se tornarem os protagonistas de suas próprias narrativas, liberando-se das amarras das crenças limitantes e abraçando todo o seu potencial de crescimento e realização.

Coaching others to overcome limiting beliefs involves a thoughtful approach that combines empathy, encouragement, and actionable strategies. We must begin by actively listening to understand their concerns fully. Challenge these beliefs through questions that prompt reflection on their validity and origin. Highlight their strengths and past successes to build confidence. Break goals into smaller, achievable steps, celebrating progress to reinforce positive outcomes. Introduce positive affirmations to foster a growth mindset. Provide supportive feedback. Leading by example and sharing your own experiences with overcoming similar challenges can also inspire and motivate them to change their perspective and embrace growth.

Throughout my 27-year career journey, I've navigated various roles, teams, and managers, honing techniques to manage change effectively. Three strategies that worked for me are: 1. Cultivating a Growth Mindset: Encouraging continuous learning and adaptation fosters resilience in the face of challenges. 2. Building a Support Network: Leveraging relationships with colleagues, mentors, and coaches provides invaluable perspective and guidance. 3. Practicing Self-Reflection: Regularly assessing my beliefs and mindset allows for course correction and personal growth. By prioritizing these I've empowered myself and my teams to thrive amidst change and uncertainty. #PersonalDevelopment #ChangeManagement #LeadershipDevelopment

Encourage employees to reflect on their beliefs and attitudes towards change. Help them identify any negative or limiting beliefs they may hold and challenge them to reframe those beliefs in a more positive and empowering way. Remember that change is a journey, it is natural for employees to experience some negativity or resistance as they transition from the current state to the future state. Creating conditions where talking openly about the change and emotions we all experience during periods of change will create the right conditions for employees to be open about any limiting beliefs with their manager or peers and work on reframing these beliefs turning limitation into opportunity.

Fear can hinder the learning process by creating mental barriers. Acknowledge fear as a natural response to the unknown, signaling potential growth. Embrace it as a catalyst for change. Break tasks into smaller, manageable steps to make learning less overwhelming. Shift focus from perfection to progress; it's okay to make mistakes—they are stepping stones. Cultivate a positive inner dialogue, replacing self-doubt with affirmations. Celebrate small victories to boost confidence and reduce fear. Create a supportive environment, seeking guidance and sharing experiences with others. Remember, learning is a journey, not a destination; fear is part of the process, signaling opportunities for growth.

As a leadership coach here in Tanzania, I've seen firsthand how fear and self-doubt can really trip up employees during big changes. That's why creating a workplace where people feel safe to say "Hey, I'm worried about this!" is so important. Imagine it like a big family dinner – everyone needs to feel comfortable sharing their plate, even the messy bits. Next, think about giving your team some tools to face those doubts head-on. Personalized coaching and workshops can help people dig deep and see their own strengths, even when things are shaky. It's all about reminding them they can learn and grow, even when the ground feels unsteady.

To help employees overcome limiting beliefs, you can use your communication skills as a coach with the employees to be able to identify limiting beliefs by themselves. Once employees realize that they have these limiting beliefs, they also need to have a willingness to overcome them. This will easily help them to follow the next steps. It is their responsibility, after all.

As a leader, it's imperative to demonstrate resilience and adaptability in the face of change. Your behavior sets the tone for your team. Its equally important to approach these situations with empathy, patience, and a strategic mindset. By taking the time to learn and understand the mindsets of your team, you are able to break through barriers to push a vision/goals forward. A lot of times, there is a disconnect between leaders and staff on a base level due to the lack of relatability. Allowing someone to feel safe, especially at work, builds trust, faith, confidence, and willingness to expand one's way of thinking.