This article was originally published in 2018 and updated in 2025 to keep our readers up-to-date with the latest in organisational performance and team dynamics.Â
Here’s the dilemma: Change requires a different mindset, but the brain loves routine. We naturally organise our thoughts around patterns and mental maps developed throughout our lives. Sometimes these maps are helpful; sometimes they’re not. Most change requires challenging these mental maps and forming new connections in the brain—and that takes a lot of energy and motivation.
Singular facts rarely shift mindsets. If you’ve ever read heated debates online or argued with someone about a divisive topic, you know how quickly facts can be rejected when they don’t fit someone’s mental map.
Humans love habits, not changing them
Why does our brain resist change so strongly, even when it’s in our best interest? It’s because our thinking relies on mental maps rather than facts. Neuroscience shows that mindsets—the long-term concepts that shape how we think—are embedded in the brain’s synapses.
Dr. Michael Merzenich, an expert on brain plasticity, demonstrated this in his research. Studying flute players, he found their brains developed larger representational areas to control the fingers, tongue, and lips. Their mental habits had physically changed their brains. This applies to all of us: our thinking preferences and mindsets shape our brains and can make changing our perspectives a real challenge.
Understand thinking preferences to guide change
The HBDI® (Herrmann Brain Dominance Instrument) helps individuals and teams uncover their dominant thinking styles across four quadrants.
Each quadrant is made up of several clusters of specialised thinking:Â
- Analytical Mindset (Upper Left – Blue)
Logical, fact-based, and detail-oriented. - Practical Mindset (Lower Left – Green)
Focused on organisation, structure, and planning. - Relational Mindset (Lower Right – Red)
Emphasises emotions, relationships, and intuition. - Experimental Mindset (Upper Right – Yellow)
Big-picture, creative, and risk-taking.
Empowering leaders as change strategists
Understanding these preferences helps leaders and teams to:
- Communicate in ways that resonate with different thinking styles.
- Spot areas where resistance or hesitation might occur and address them.
- Use team diversity to create well-rounded strategies.
How to implement change with a strong change management strategy: 5 change management techniques
Whether you’re leading change, trying something new, or adapting to a major shift, start with these five effective change management methods:
1. Understand where they’re starting from
Changing mindsets starts with understanding someone’s natural thinking preferences. The bigger the change, the more energy and motivation it takes.Â
Relational thinkers (red quadrant) value empathy and connection, making it essential to recognise their starting point for better collaboration. The HBDI® can help identify these preferences, making the change process more tailored and effective.
2. Visualise the change
If you want your team to embrace the change, picture what questions or concerns might come up. Being ready to handle them helps the process go more smoothly.Â
Experimental thinkers (yellow quadrant) thrive on creativity and big-picture thinking. Visualisation can help them imagine new possibilities and get excited about the change. Encourage brainstorming sessions or vision boards to engage these thinkers.
3. Define clear goals
When tackling a big change, write down your goal and keep it where you’ll see it often. For teams, make sure the goals feel personal and show how the change will benefit everyone.Â
Practical thinkers (green quadrant) prefer structure and clarity. Providing detailed steps or timelines helps them stay on track and focused.
4. Use the buddy system
Collaboration works best when there’s clear feedback and accountability. Make sure roles and responsibilities are well-defined, and progress is easy to track. Pairing up team members allows for idea-sharing, mutual support, and structured problem-solving.
Analytical thinkers (blue quadrant) approach collaboration logically and thrive in environments with clear expectations and measurable outcomes. They work best when paired with teammates who provide data-driven insights or structured feedback, ensuring their strengths are fully utilised in the change process.
5. Plan and celebrate milestones
Break the change into smaller steps and celebrate wins along the way. This keeps the momentum going and helps you see what’s working and where you might need to adjust.Â
Celebrations appeal to all quadrants
Analytical thinkers appreciate data-driven results, Practical thinkers value recognition for completed tasks, Relational thinkers enjoy team bonding, and Conceptual thinkers are inspired by creative rewards and future possibilities.
Support change management with Whole Brain® Thinking
Change works best when you understand how people think and respond to it. Whole Brain® Thinking and the HBDI® help teams recognise different thinking styles and use them to build strategies that fit everyone’s needs.
By focusing on how people process change, these tools make it easier to improve communication, tackle resistance, and bring teams together. The result? A smoother, more adaptable approach to navigating change.
Making organisational change workÂ
When you base your change management strategy on thinking preferences, you can avoid common traps and create a more adaptable environment.
Whole Brain® Thinking gives you a clear framework to make change smoother. By understanding and working with diverse ways of thinking, you can help your team succeed, no matter the challenge.
Ready to make a big change? Download our free change management whitepaper and find out how to make lasting change happen.
Got a question? Get in touch with Herrmann.
