Welcome to the July 2010 issue of Alignment Solutions! Here are three of the things going on this month:
Our article series called Research News You Can Use selects findings of academic research that are applicable in the workplace, and suggests how you might implement them in your organization.
Premise: If having employees generate or introduce new ideas and implement them is important for your organization’s success, you might be interested in the findings of a recent study that identified five factors that influence employees’ decisions about whether to engage in innovative behavior. We offer seven suggestions for how managers can affect these decisions.
This month’s theme is achieving lasting behavioral change. Because we live in a dynamic environment, one thing we can count on is the need for change. Adapting to changing conditions is a necessity for organizations and individuals to succeed and thrive. Leaving the question of how to enable change for another day, this month we address the issue of how to ensure desired changes are sustained over time.
The Feature Article, “7 Ways to Achieve Lasting Behavioral Change,” explains why modifying behaviors can be difficult, and suggests seven ways to ensure the desired changes are sustainable.
In “Taking an Appreciative Approach to Lasting Behavioral Change,” the Business Solutions section explains why taking an appreciative approach is such a powerful tool for ensuring the sustainability of desired workplace behaviors.
In the Personal Solutions section, “Promises, Promises: Three Ways to Achieve Lasting Behavioral Change in Your Person Life” provides three suggestions for how to follow through on converting your good intentions for lasting behavioral change to action.
I invite you to visit my newly re-designed web site at www.BusinessAlignmentStrategies.com and my blog at www.OptimizeBusinessResults.com to find other articles and resources that may be of value to you and your colleagues. I welcome your feedback!
Do you know someone who could benefit from the value we provide? If so, let’s create a win-win-win situation! Contact us about how we can make this happen.
7 Ways to Achieve Lasting Behavioral Change
Given the dynamic environment in which we live, achieving lasting behavioral change is critical to organizational success. Yet decisions about whether to sustain these changes over time (as well as whether to make them in the first place) are individual choices. The question we address here is, “How do you ensure the desired behaviors will last?”
Change can be a scary proposition, as it requires us to venture into the unknown. As a result, human beings tend to resist change, even when told the results will benefit us personally. Recently I advised an executive whose workplace is very toxic to leave the organization for a healthy environment. Although he agrees that the suggestion makes sense, fear of the unknown is holding him back. While he is a highly skilled expert who realistically has many job options, the dysfunctions of his current organization are familiar to him. In his mind, he has created many obstacles or reasons why he should NOT leave, such as how difficult it would be for him to “start over again” in developing work relationships somewhere else. Odds are that he will remain where he is in spite of the toll on his mental and physical well-being.
Fears such as this one often are behind the reluctance to change our behaviors. As a result, even when managers are successful in persuading employees to change their behavior, there is a high probability that the changes will be short-lived – i.e., people will revert to the undesirable behavior. So how can we, individually and collectively, achieve lasting behavioral change? After giving some thought to this question, I came up with over three dozen effective tools that help reach this outcome. Here are seven of them:
To learn about how to achieve lasting behavioral change through appreciative approaches, please see our article in the Business Solutions section. If you have questions about any of these seven suggestions, please contact us.