Overview
Workplace change becomes easier when managers understand neuroplasticity, the brain’s ability to form new pathways. This guide explains how leaders can encourage mindset shifts through small steps, positive reinforcement, supportive environments, resilience, curiosity, and strong communication. It offers practical, science-based strategies to help teams adapt, learn, and embrace change with confidence.
Introduction
Every workplace experience changes, and how people respond to it can shape the team’s success. Some employees embrace new ideas with excitement, while others hold on to familiar habits. For managers, the challenge is finding ways to guide everyone through shifts in thinking without creating resistance or stress.
In fact, 94% of respondents from a Gartner research agreed that change without a proper strategy is likely to fail. This confirms that the challenge isn’t just about the change but the strategy used to guide people through it. Fortunately, neuroplasticity can help address these concerns. (1)
In this article, we’ll look at how managers can use the science of neuroplasticity to support meaningful mindset shifts in the workplace.
Understand Neuroplasticity in Simple Terms
Before anything else, you must first understand what neuroplasticity means. It’s the brain’s ability to rewire itself and build new pathways for learning. The brain forms new connections when people try new things, practice skills, and repeat positive behaviours. Old pathways that aren’t used as much become weaker, while new ones take their place.
This concept offers hope for managers. It shows that even long-standing habits or mindsets can shift. For example, if someone believes they “just aren’t good with technology,” that mindset can change through practice, encouragement, and time. Understanding this science gives managers tools to support their teams without frustration or unrealistic expectations.
To get a better grasp of this, consider enrolling in leadership development courses that connect science with practical management skills. For instance, leaders can join programs such as The Sustainable Human Masterclass to explore how neuroplasticity applies to real workplace challenges. These sessions will give managers clear strategies to encourage growth, guide mindset shifts, and build stronger teams that can adapt with confidence.
Encourage Small, Steady Steps
A big mindset shift can feel overwhelming if it’s presented all at once. Instead, managers should introduce change gradually. Neuroplasticity works best through repetition and minor adjustments over time.
Let’s say you’re encouraging a new approach to time management. Instead of expecting your team to completely overhaul their schedules, start by adding one simple routine, like a 10-minute planning session at the start of each day. Once that feels natural, you can expand to other techniques. Small steps build momentum, and before long, complex tasks become more manageable.
Lead Through Example
Employees notice how their leaders react to challenges. If you want to encourage growth, it helps to show it in your own actions. Be open about the times you’re learning something new. Share your creative process, even if it’s messy. Talk honestly about trusting oneself when things feel uncertain.
This kind of honesty makes growth relatable. When a manager admits they’re still “making it” in their own journey, the team feels less pressured to be perfect. They see that transformation is ongoing, not a one-time milestone.
Create a Supportive Environment
Mindset shifts don’t happen in isolation. People need spaces where they feel safe to experiment and fail without judgment. A supportive culture allows workers to trust themselves and approach change with curiosity.
According to the American Psychological Association, 92% of workers said it is very or somewhat important to them to work for an organisation that values their emotional and psychological wellbeing. This statistic shows that having a supportive environment is a top priority for employees. (2)
Managers can create this environment through positive work mindsets. They should celebrate progress, however small, and recognise the effort that goes into making it. They should also encourage open conversations about right vs. wrong approaches to show that mistakes are just steps toward improvement. This will help make internal team upgrades less intimidating and far more effective.
Use Positive Reinforcement
The brain responds well to rewards by releasing dopamine, which strengthens the neural pathways associated with the behaviour, making it more likely to be repeated and eventually automated. Managers can use this to their advantage by practising consistent positive reinforcement.
This doesn’t always require big gestures. A simple thank-you email, a mention in a weekly newsletter, or recognition during a team meeting can go a long way. These moments of encouragement help people believe their personal growth is noticed and valued. Over time, the result is a more resilient and motivated team.
Support Resilience During Setbacks
Setbacks are part of any transformative journey. Employees may sometimes fall back into old habits or feel stuck in a fixed mindset. This is where resilience becomes key. As a manager, remind your team that mistakes are part of the learning process—each setback actually creates prediction errors that force the brain to adjust and strengthen alternative neural pathways.
Encourage reflection instead of frustration. Ask what worked, what didn’t, and what could be tried next. A big mindset shift isn’t about avoiding mistakes, but learning from them. With steady support, employees can see setbacks as stepping stones instead of failures.
Encourage Curiosity and Openness
A curious mindset makes it easier to accept change. When new ideas are framed as opportunities instead of threats, staff members are less likely to resist. As a manager, you can nurture curiosity by encouraging questions and creating space for exploration.
This might mean introducing training specialists to guide the team through a new skill, or running small workshops where people can test the latest artificial intelligence (AI) tools before fully adopting them. The goal is to make the process engaging, not intimidating. Curiosity triggers the release of norepinephrine and dopamine, which enhance neuroplasticity by making the brain more receptive to forming new connections—essential for both innovation and personal growth.
Build Strong Communication Practices
Mindset shifts are easier when communication is clear and supportive. As a manager, fostering open conversations helps reduce misunderstandings and creates room for collaboration. This is especially important in areas like public relations or when managing conflict resolution within teams.
Strong communication signals that growth is a shared journey. Employees know they can speak up about challenges, ask questions, and share ideas without fear of being shut down. This builds a culture where learning and adaptability feel natural.
Provide Time for Growth
Neuroplasticity takes time. Just as the brain needs repetition, team members need time to build new habits. There’s general speculation that it takes about 21 or 30 days to form new habits. However, according to Psychology Today, these are just claims. (3)
That means team members may take less or even more time to adjust. So, you need to give enough grace period to shift their mindset completely. Rushing them through a change often leads to stress and resistance.
Instead, give your team room to practice and adjust. Offer resources like workshops, mentoring, or access to training specialists. Make it clear that you value steady progress over instant results. When employees see they’re supported, they’re more willing to take on complex tasks and stay engaged in their growth process.
Conclusion
Facilitating a mindset shift takes patience, consistency, and a willingness to meet people where they are. Neuroplasticity reminds us that the brain is always capable of growth, but it doesn’t happen in one dramatic step. It’s a series of small, repeated efforts that gradually build strong habits and new ways of thinking. As a manager, you can guide your team through this process by encouraging curiosity, reinforcing progress, and creating an environment where personal growth feels natural and supported.
References
- “Change Management Approaches And Outcomes”, Source: https://www.gartner.com/peer-community/oneminuteinsights/omi-change-management-approaches-outcomes-vcq
- “2023 Work in America™ Survey. Workplaces as engines of psychological health and wellbeing”, Source: https://www.apa.org/pubs/reports/work-in-america/2023-workplace-health-well-being
- “How long does it take to form a new habit?”, Source: https://www.psychologytoday.com/us/blog/taking-it-easy/202001/how-long-does-it-take-form-new-habit
