Will you study what’s working in order to make changes this week?

Changing a habit of yours is one thing.  Engaging others to change theirs can be an entirely different challenge.  In the first article, in this series of 3, we discovered how habits are formed.  Last week I challenged you to change one and gave you the key to success… focus on the cue or rather what prompts the behavior.  Now, we’ll look at other research and resources that you can use to help change a team’s habits.

WATCH THIS:  short 3 min video with Dan Heath, co-author of the book Switch.  He explains the research behind focusing on your bright spots in order to figure out the best practices of the top performers so you can model new behavior after them.  Normally, we ignore the top performers and spend all our time on the bottom half to try and elevate them.  If you want to change bad habits, first study the good one’s.  Scale and clone what’s working.

DO THIS:  Script the critical moves for your team when you want them to make a change.  “Confusion demoralizes.  Clarity reduces resistance.”  Let your team know exactly what they need to do first, to be on the right track.   Shrink the change into something doable, connect to their feelings and emotions, and can you create a quick win for them.   Emotions tend to win over logic and reasoning.  Help your team members feel something and they will be motivated.

DON’T DO THIS:  Only focus on who isn’t making the changes.  Celebrate each right move, each small victory people make towards your desired outcome.  Change is hard on the brain, literally, as we found out in the first article.  It takes a great deal of energy to create a new habit.  Reinforcing to someone that they are moving in the right direction can be very motivating.

KNOW THIS:  To make change happen you need to direct the rider, motivate the elephant and shape the path.  Knowing these three critical steps and how to optimize each one will save you and your company a great deal of time and money.

Our team is in the business of change.  A client called us six months back asking about how to get their managers to perform more like leaders.  Using techniques from Switch, TED-The Empowerment Dynamic, DISC, and other tools, we were able to work with them to create the type of focused, disciplined leadership team that has increased their profitability, reduced their employee turn-over, and developed a model for new hires that attracts the best possible candidates.   Their leaders now see which activities they were doing that were and were not scalable.

We’d love to help you and your organization realize your potential.  Let me know if we can be of assistance.

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