System Justification Bias
When changes in the environment require you to evolve, humans unconsciously resist the need to change
- Individuals who have been most successful in a certain system/ model, are the ones who consider it “most fair” and will be least likely to see the need to change
- They believe the system is fair because it means they deserve their success
- In an organization, these are, paradoxically, the senior leaders who must drive change
- Additionally, there is fear to stray from what worked in the past. This is especially visible in athletes who reach a certain level based on talent, but then plateau because they need new skills to compete at the next level
Blinded by Success Syndrome
- The ego mistakes “you’ve had some success” for “you’ve realized our maximum potential”. Optimal performance is a continuous endeavour, not a unique milestone
- Here the value of REAL “coaching” (as in pro sports) is a game-changer. Having independent experts act as objective eyes and ears to help you identify improvement opportunities is the best strategy to break through plateaus
- Experience and expertise in “fine details” are fundamental to identify and suggest improvements that the individual or team is blind to (they’ve normalized plateau level)
“Progressive Change” vs Big Bang
- A clear vision of the outcome is important, but it is naive to think that is enough for any improvement in performance
- No real change (physical skill, mindset, culture, etc.) is immediate
- Believing you will lose (and maintain) 20 pounds of fat in a week is self-deception …
- … likewise, thinking you can change your team’s culture in a week or a month shows a lack of understanding of what drives performance
- Doing the hard, disciplined work IS the “performance hack”
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