The Science of Humour in Times of Organizational Change
Erich R. Bühler
Philanthropist, logosophist, founder and CEO of Hanna Prodigy and Enterprise Agility University. Author of Leading Exponential Change, Enterprise Agility Fundamentals, and The Convergence.
I've seen how rapid change and acceleration in markets create opportunities but also tensions, stress and anxiety. Today, I have a great tool to recommend that is often overlooked by change leaders: laughter. We will cover in this article how this natural human response can be a powerful ally in transforming organizations, especially in the new reality of high uncertainty and AI disruption.
Even if you don't think about it: when we laugh, our brain releases a cocktail of positive chemicals. Dopamine, the "feel-good" neurotransmitter, rises, while cortisol, our main stress hormone, falls. This chemical shift not only makes us feel better for a short time, but also improves our cognitive flexibility and problem-solving skills— - important abilities in times of change.
I remember working with a insurance company in Hong Kong that was going through a major digital transformation. Stress levels were extremelly high and productivity was suffering. I proposed the idea of regular "laughter breaks" during meetings and the change in team dynamics was remarkable. Not only did people seem more relaxed, but they also became more creative in finding solutions to challenges.
The neurological benefits of laughter go beyond stress reduction. When we laugh, our brains also release endorphins and oxytocin, hormones that promote social bonding and trust. In times of organizational change, these neurochemical responses can help build stronger team bonds and increase resilience.
This is where an important component of Enterprise Agility becomes particularly relevant: Adaptive Trust. Adaptive trust is a dynamic form of trust that evolves and adapts according to changing circumstances, which is particularly important in environments of high uncertainty and stress. Unlike traditional trust—or the idea of trust many change professionals use— which is often rigid and can break under pressure, Adaptive Trust recognizes that plans and promises may need to change in a rapidly changing environment. This is directly related to humor because both laughter and adaptive trust serve as psychological safety nets during change.
When we can laugh together and maintain adaptive trust, we create an environment where people feel safe to admit when things don't go as planned, adapt to new circumstances and maintain positive relationships despite setbacks. This is especially important in highly uncertain environments where traditional, rigid trust structures often fail. Just as humor helps us deal with stress and uncertainty, adaptive trust helps teams maintain their cohesion and effectiveness even when faced with constant change and adaptation.
In my opinion, the link between laughter and adaptive trust is particularly strong because humor often serves as a natural catalyst for building and maintaining adaptive trust. When teams can laugh together about challenges and change, they're more likely to develop the flexibility and resilience that adaptive trust requires.
But there is something else which is crucial and you should also have in mind... laughter and humor are culturally specific!!! What is funny in one culture may be offensive or inappropriate in another. I learned this lesson early in my career when a humorous team-building exercise that worked wonderfully in Spain failed completely in the Hong Kong.
In some cultures, such as many Western societies, open laughter and jokes are generally accepted in the workplace. In others, such as some Asian cultures, more subtle forms of humor are preferred and laughter may be considered inappropriate in a professional setting.
This is how I deal with these cultural differences:
Regardless of the cultural context, there are various ways to incorporate humor and laughter into change initiatives or teams, and here I give you some of my learnings:
Whenever possible, start with yourself. As a leader or change agent, showing that you can laugh, especially at yourself, can contribute to a relaxed atmosphere. I remember once I was giving a training in Uruguay and my shirt ripped when I stretched out my arm. At that moment I said that I was going to the gym and my body was growing faster than I could imagine.
Another way is to tell funny stories about your own mistakes or challenges, which helps others feel more comfortable with imperfection—you don't need to wear a shirt for this :-)
Something very important is to create a safe space. Designate specific times or spaces where casual interaction is possible. This could be a "fun corner" in the office or a specific time during virtual meetings where positive or funny experiences are shared.
Something important during our interactions is to use humor as a learning tool. When teaching new processes or technologies, incorporating humor can make the learning experience more memorable and enjoyable. I've seen teams develop fun mnemonics or playful analogies to help them remember new processes. In enterprise agility we also have a great framework called Memorable Learning Experiences (MLE) you can use.
The key to successful implementation of humor during change is mindfulness and deliberate action. Here are some guidelines that I've developed over years of practice:
While the benefits of laughter may seem intangible, I've seen measurable improvements in organizations that use humor during change:
In my own practice, I've found that teams that can laugh together are often more successful when it comes to dealing with uncertainty. I remember one particularly challenging implementation initiative where we started each day with a "funny mistake session"—team members would share amusing mistakes or misunderstandings they had encountered while learning the new system. This simple practice not only reduced the fear of making mistakes, but also created a supportive environment where learning was fun and not stressful.
In my AI company (Hanna Prodigy) we have a member who has a hard time getting up for the morning meeting. So we always joke when he arrives and point out that he should speak last to give him time to warm up the engines.
I wanted to finish this article with a reflection... as the pace of change in our organizations accelerates, the ability to maintain lightness and humor becomes increasingly valuable. Laughter isn't just a way to feel good—it's a powerful tool for building resilience, fostering connection and maintaining perspective during change.
Remember, it's not about turning your workplace into a comedy club, it's about creating an environment where humor and laughter help people better deal with change and feel safe. When used thoughtfully and with cultural sensitivity, laughter can be a powerful ally in your change management toolbox. After all, as the saying goes, "Life is better when you laugh"—and I'd add, "Change is easier when you can laugh at it."
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