You’ve likely heard of Meatloaf – the American singer and actor known for his powerful, wide-ranging voice and theatrical performances. In 1993, he released one of his most popular songs, “I’d do anything for love (but I won’t do that)”. While there’s a bit of ongoing discussion about what Meatloaf won’t do for love, the song title actually has applications in the ways we think about and manage change.
Take a situation where you were considering a major change. For example, vying for a major promotion or switching to a new career. You make the decision it’s something you want to do. You think about all of the steps needed to get things moving. You talk to friends and colleagues about it. You even prep any needed documentation, research, or coursework to shore up your skills.
But then, nothing. You don’t pull the trigger. You “just can’t do that”.
Why? Meatloaf Syndrome.
It’s a combination of Loss Aversion Bias (preferring to avoid losses to acquiring equivalent gains), Status Quo Bias (preferring the current state of affairs), and Worse-than-Average Bias (the belief we are worse than others at difficult tasks or jobs).
While people may say it’s just cold feet, or a hesitancy to pull the trigger. But it’s more than just fear of change. The majority of decisions we make are founded on emotion rather than logic. This emotion doesn’t manifest in a single way – it’s a combination of perceptions, context, and biases. And usually more than one bias.
Meatloaf Syndrome inhibits people’s ability to get out of a cycle or circumstance which they want to change. Think about how this not only affects you individually but organizations as a whole. People in companies who are offered promotions they don’t take. People who aspire to contribute in a more meaningful way, but hesitate to take action. People who take on new responsibilities for a period of time, and then request to go back to their previous role.
As leaders, we have the opportunity to identify Meatloaf Syndrome and help those employees to work through those biases holding them back. This includes tools like providing mentors, creating “small step” career journey paths, driving positive reinforcement, and developing coaching programs (note that I did not mention training, as we’re talking about influencing emotional drivers, not logical ones).
Because why waste great potential over meatloaf?
About the Author
Andrea Belk Olson is a speaker, author, applied behavioral scientist, and customer-centricity expert. As the CEO of Pragmadik, she helps organizations of all sizes, from small businesses to Fortune 500, and has served as an outside consultant for EY and McKinsey. Andrea is the author of The Customer Mission: Why it’s time to cut the $*&% and get back to the business of understanding customers and No Disruptions: The future for mid-market manufacturing.
She is a four-time ADDY® award winner and host of the popular Customer Mission podcast. Her thoughts have been continually featured in news sources such as Chief Executive Magazine, Entrepreneur Magazine, The Financial Brand, Industry Week, and more. Andrea is a sought-after keynote speaker at conferences and corporate events throughout the world. She is a visiting lecturer and Director of the Startup Business Incubator at the University of Iowa’s Tippie College of Business, a TEDx presenter, and TEDx speaker coach. She is also a mentor at the University of Iowa Venture School.
More information is also available on www.pragmadik.com and www.andreabelkolson.com.
