The 5 Tangles: Getting Unstuck in Times of Change

In a time when technological progress and innovation are constantly changing industries, understanding the dynamics of change is crucial for any organization. The concept of “tangles” is essential for managing and fostering change, especially in the rapidly changing digital economy, despite not being discussed very often. This blog looks at the importance of tangles, why they matter, and strategies for overcoming them so that change and innovation can reach their full potential.

What are Tangles?

Tangles are cognitive and emotional barriers that emerge when individuals or groups are pushed outside of their comfort zones. These barriers can significantly reduce people’s ability to perform and innovate by keeping them from fully engaging with new or unfamiliar tasks. Tangles often arise during interruptions, making them a regular but challenging part of the workplace environment. For both personal and organizational growth, not just performance improvement, understanding and addressing these tangles is crucial.

Normal actions and responses to stress can hide tangles, which are very personal experiences. These emotional and mental barriers are frequently linked to an individual’s fears, insecurities, and discomforts, making them difficult to see. Dealing with these tangles is crucial because they can quietly undermine team progress, business progress, and personal progress. Finding them entails fostering an environment where openness and vulnerability are supported, allowing individuals to discuss and address these barriers without fear of judgment.

For various reasons, business leaders and professionals must comprehend the concept of “tangles,” or mental and emotional barriers faced when faced with unfamiliar or challenging situations. These tangles can seriously impair an organization’s ability to innovate, be effective, and adapt.

How It Feels to Have Tangles

1. Worry and stress

• Tangles frequently manifest as stress and anxiety when individuals face new challenges that take them out of their comfort zones. If not addressed, this can lead to chronic stress, which can affect the individual’s mental and physical health and even lead to burnout. Individuals may find it challenging to perform at their best when they feel fear of the unknown and pressure to adapt.

2. Doubt and Procrastination

• Individuals may hesitate or put off doing so when faced with tasks that cause discomfort, thanks to the fight, flight, or freeze responses. We do it all the time to keep ourselves safe from things we think are dangerous. This could mean delaying the acceptance of new technologies or being against change in the workplace, which can slow down both personal growth and organizational progress.

3. Indecision

• Stress can affect an individual’s ability to make decisions because it increases their brain load during that time. This can be a big problem in environments where making quick, correct decisions is crucial. A tangled individual may struggle to choose the best course of action when taking action, which can lead to less-than-ideal outcomes and more stress.

4. Lack of Creativity

• The ability to be creative requires being open and ready to explore the unknown. Tangles create a closed mental environment by virtue of their very nature. The discomfort that comes with going into new areas, which can stifle creative thinking and innovation, makes it hard for individuals to contribute novel ideas or solutions.

5. Hard to Work With Others

• Tangles can cause emotional turmoil that can affect personal work relationships. People may pull away, talk less, or even get angry when they are dealing with unresolved tangles, which can make it harder for them to work as a team. Along with affecting the individual’s social interactions, this can also have an impact on team dynamics and the general workplace atmosphere.

Introducing: The Five Tangles

1. The More Tangle

“I need more information.”

• This tangle comes from the individual feeling unable to make decisions or take action because they believe there isn’t enough information. This tangle can lead to analysis paralysis, which is when no action is taken because one believes they don’t have enough data.
• When individuals feel they need more information before they can take action, indecision and delays arise.
• For example, a project manager who doesn’t feel the brief is complete and therefore can’t start a project.
• Coaching: Try to write down what they know, identify what information is missing, and make decisions based on the information they have at the moment. They can either start with the data they have now and make changes as more data comes in, or they can call meetings to get more information.
• How to Lean In: “I realize that waiting for perfect information is often procrastination in disguise. It’s better to start with what I know and adapt as I learn more.”

2. The Time Tangle

“I don’t have time.”

• This tangle comes from feeling overwhelmed by tasks or not knowing how to manage one’s time. It can lead to procrastination and the concept that one cannot make progress unless one has a large block of time.
• People often think they don’t have enough time to address tasks or projects adequately, which can lead to hurried decisions or unfinished projects.
• For example, a software developer who is overwhelmed by the thought of having to code a whole section in one week.
• Coaching: Try to give them time to work on each more minor, more manageable part of the task. Divide it into 15-—to 30-minute chunks to help make the task seem less scary and more manageable.
• How to lean in: “I often feel there’s never enough time, but if I dedicate even small intervals consistently, progress is always within reach.”

3. The Waste Tangle

“It won’t be worth it.”

• This tangle comes from the belief that efforts won’t yield significant results. This could make it more difficult for them to try new things or finish tasks, which is terrible for both personal growth and the organization.
• This tangle occurs when people believe their efforts may not be worthwhile, either because the solution may already exist or because it may not work.
• For example, a marketing analyst who is afraid to conduct a new market research poll because the data might not provide new insights is an example of this.
• Coaching: Encourage them to contribute to a culture that values learning new things and asking questions. Encourage the person to discuss the potential impact of the new data efforts with coworkers or to review past situations where the new data efforts led to actionable insights, emphasizing the significance of their work.
• How to lean in: “I sometimes fear that my efforts will be wasted, but I remind myself that every attempt is a step toward learning and growth, even if the outcome isn’t as expected.”

4. The Right Tangle

“What if I’m the wrong?”

• This tangle comes from the fear of making mistakes. This thought can be crippling, leading to indecision and missed opportunities, because the individual is overly concerned with possible errors rather than focusing on the learning and growth that could arise from any choice made.
• Uncertainty about the right path can prevent people from making choices, which can lead to frustration and a lack of progress.
• For example, a team lead who is debating whether to adopt a new team structure that could change how work is done now is an example of this.
• Coaching: Ask the person to get feedback from a lot of different people, like team members, other leaders, and maybe even outside experts. This feedback can help determine the potential effects of the new structure, allowing for more informed decision-making.
• How to lean in: “I worry about whether I’m on the right path, but seeking diverse perspectives always enlightens my decisions and reassures me of my choices.”

5. The Control Tangle

“I must be in control.”

• This tangle comes from a fear of change and uncertainty brought on by this thought. People may feel they can’t proceed unless they have full control over every aspect, which isn’t always possible and can lead to a lot of stress and inaction.
• Thinking that more control or conditions must be met before action can be taken or feeling overwhelmed by the demands.
• For example, an HR manager might feel unable to proceed with hiring due to unclear future department needs.
• Focus on the things you can control, such as changing job names or creating interview questions. These things can speed up the hiring process without needing to know everything about what will be needed in the future. Small steps can lead to significant progress and make you feel less overwhelmed.
• How to Lean in: “I feel overwhelmed when I think I need to control everything. Learning to focus on what I can do right now simplifies the complex and brings clarity to my actions.”

Why leaders must know about tangles

By learning about tangles, leaders can better manage their barriers and support their team members in doing so. Leaders should receive training on how to recognize the underlying fears or challenges that are creating tangles and how to adopt practical solutions to navigate them. This way, leaders can:

• Get your team to work together and accomplish more by leaning into their strengths.
• To spur innovation, promote greater risk-taking, and lessen fear of failure.
• Take steps to improve your ability to deal with and adapt to change.
• Encourage a healthier work environment that enables workers to manage stress and stay healthy.

Tangles aren’t just personal issues; they can also be organization-wide challenges that affect a business’s long-term success and bottom line. It is essential to teach leaders about tangles and how to manage them effectively for organizations to become firm, adaptable, and resilient in today’s dynamic business environment. They can impact a variety of team dynamic factors, including:

How Do Tangles Affect Performance and Innovation?

Tangles can significantly reduce an individual’s ability to focus on new project tasks or creative projects. When tangled up, team members’ hesitation or resistance can slow down tangled lines and lower the quality of work. This is particularly bad in today’s fast-paced business environment, where continuous innovation is a critical competitive advantage. Leaders need to recognize these barriers in order to foster an environment that welcomes experimentation and the learning opportunities that come with taking a step into the unknown.

How to Handle Tangles

Business changes constantly and significantly since technology and markets in other countries change so quickly. During times of significant organizational change, like when a company merges, restructures, or acquires new technology, tangles tend to get worse. Leaders who are aware of tangles can better navigate these changes to ensure that their teams remain flexible and adaptable rather than rigid and stressed.

Working with Others

Tangles not only affect individual workers but also have an impact on team relations. If team members fear accepting new digital tools or processes, for instance, collaboration may suffer. This can lower overall team performance, reduce efficiency, and lead to silos. It takes leaders who are skilled at identifying and addressing tangles to build more cohesive and proactive teams.

Fostering a Tangle-Free Culture

Addressing tangles is closely linked to developing a culture that values ongoing learning and personal growth. Leaders who teach their teams how to recognize and manage their tangles contribute to creating a self-aware, emotionally intelligent team that can handle stress and uncertainty. In addition to enhancing individual well-being, this contributes to a more dynamic and resilient organizational culture.

Understanding tangles is also crucial for strategic decision-making. Leaders can make decisions that are more fair and difficult when they are aware of their tangles, such as the need for too much control or the fear of making the wrong choice. By being aware of these emotional and cognitive barriers, leaders can challenge their own beliefs and adapt their strategies better to meet the needs of their organization and the market.

Why Tangles are Hidden

Tangles generally manifest themselves in subtle ways, such as through tangles and time, and some tangles through overly strict adherence to processes or rules. They are based on the automatic “fight, flight, or freeze” responses that can be triggered in high-stress situations or when facing the unknown. People may hide their real feelings or concerns because they are often seen as weaknesses in professional settings, making it harder to find and address these tangles.

Overcoming Tangles

In order to overcome challenges and address tangles, leaders must create a culture that supports self-reflection and open communication. Employees must feel free to share their concerns and challenges without fear of repercussions, so they must create that environment.

These harmful thoughts are important because they affect not only an individual’s performance but also their mental health and their ability to contribute to their team and organization. Individuals can change the way they think, adopt more positive attitudes, and perform better actions if they are aware that these fears are false or exaggerated. Individuals can better navigate their tangles and professional challenges by understanding these tangles and challenges in greater detail and applying these specific examples and challenges, which can lead to improved work performance and happiness at work. This nuanced approach also helps leaders and teams foster an environment where tangles can be addressed effectively and constructively. These tangles require a proactive approach, focusing on both understanding their roots and implementing effective strategies to manage them.

Questions Leaders Can Ask

The following five questions can help leaders determine in what way one of their team members may be tangled:

• “What part of this project/task makes you feel the most uncomfortable?”
  This question helps to identify specific aspects of a tangle or project that may be causing discomfort or anxiety, which are often at the heart of a tangle.
  

• “Can you describe a time when you felt more confident handling similar situations? What was different then?”
  This question can help identify what changes or worries might be adding to the tangle by contrasting positive past experiences with the current situation.
  
  
• “What resources or support do you feel is missing that would help you move forward more confidently?”
  This question helps to identify knowledge, skill, or resource gaps that may be causing resistance or hesitation.
  

• “When you think about taking the next step in this task, what concerns or fears come to mind?”
  This question encourages individuals to articulate specific fears or concerns that might be causing them to freeze or retreat, providing a clearer picture of the emotional barriers at play.
  

• “How do you feel this project aligns with your strengths, and where do you feel it doesn’t?”
  By looking at how well these thoughts and tasks match up with an individual’s strengths and weaknesses, one can identify areas where a lack of confidence or fear of failure might create tangles.
  

By asking these questions, leaders can start to learn about the tangles that affect their team. In addition to enhancing individual and team performance, addressing these issues also helps to create a more compassionate and supportive workplace culture. This method encourages ongoing personal growth and resilience, which are essential traits in a challenging and dynamic business environment.

What Workplace Tangles Do to People

Tangles significantly impact our ability to innovate and work together. Because of the digital economy, new tools and ideas must be constantly created and shared. These processes can be stopped in their tracks if they get tangled up. For innovation to happen, people need to feel safe and supported enough to talk about themselves and their ideas. If the environment encourages fear or discomfort, leading to tangles, both the individual and the organization miss out on opportunities and are unable to be creative.

The Reasons Why Tangles Happen So Often

Tangles can be triggered by a variety of factors, mainly in the environment and in the situation. Changes in technology, processes, or team dynamics can all lead to feelings of uncertainty and discomfort. The natural responses of “fight,” “flight,” or “freeze” that have helped people navigate danger throughout history are linked to this discomfort, which is very human. These responses can manifest as resistance, hesitation, or retreat in the face of new business challenges or digital tools, which are viewed subconsciously as threats.

Why it’s Important to Talk About Tangles

Because change can happen quickly, identifying and addressing tangles in digital transformation efforts is essential. These discussions can dispel the myths surrounding the challenges of change, making it easier for teams to join transformation efforts. By making the experience of feeling tangled more normal, organizations can help individuals navigate their insecurities and contribute more effectively to group goals.

Tangles, which are cognitive and emotional barriers, have a big impact on an individual’s performance at work and general health. Understanding the effects of tangles is crucial for both individuals and leaders to manage these tangles effectively, especially in environments that are changing quickly due to new technologies and processes.

Taking Care of Tangles

To lessen these effects, people can adopt a number of strategies, such as:

• Mindfulness practices can help individuals become more aware of their feelings and triggers, allowing them to manage their responses more effectively. Early discovery of the warning signs can help address tangles before they get worse.
  

• Ask for Support: Whether through professional counseling or just talking to a boss or a mentor, seeking support can provide new perspectives and strategies to handle challenges. It also helps to reduce the loneliness that can follow tangles.
  
  
• Ongoing Professional Development: Individuals who participate in ongoing professional development may feel more skilled and confident in their jobs, which may reduce the stress caused by new challenges. This could mean taking lessons, going to workshops, or just learning on your own time.
  
  
• Develop Coping Mechanisms: By learning adaptive coping strategies, such as problem-solving, individuals can learn to feel empowered to take action rather than feeling overwhelmed by tangles. Learn to plan your tasks and set reasonable goals to lessen your workload and the feeling of being overwhelmed.

Understanding and addressing the personal effects of tangles is necessary to promote a healthy, productive, and creative workplace. If individuals learn to manage these challenges, they can improve their performance and well-being and contribute to their organizations’ ability to adapt and change.

As the digital economy grows, the ability to manage tangles becomes increasingly crucial. Growth and innovation may be halted if nothing is done to address these cognitive barriers. By understanding and addressing tangles, organizations can provide their teams with the tools they need to accept change, foster an innovation culture, and make real progress in the digital world of today. This is an uncomfortable but essential conversation that we need to have for a better and more creative future. Allow us to organize them instead.