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Behaviour change

Behaviour change

A shift in the way employees act and conduct themselves, driven by the question, ‘What do you want people to do differently?’

Credit: Paul Dolan: Behaviour and happiness at work

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Credit: AsapSCIENCE: The Science Of Motivation – What's the best way to stay motivated?

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Humanizing change: Developing more effective change management strategies

The full and original article was published on Deloitte and written by Kelly Monahan, Timothy Murphy and Marcus Johnson.

Research shows that most large change management efforts fail. Why? Something’s been left out of the equation: the human element. Organizations can draw on new behavioral economics lessons to powerfully connect change to human behavior—and keep employees engaged in the process.

Traditional organizational change programs face headwinds
Change management programs are facing increasing criticism in both academic and mainstream management circles—not to mention in break rooms and boardrooms across America.1 While research shows that nearly 70 percent of large-scale change initiatives fail to meet their long-term goals,2every day, another CEO sets in motion another large-scale change initiative in an attempt to refocus and redirect employee behavior. It’s no wonder employees are experiencing change fatigue—an overall sense of apathy or passive resignation toward organizational change3—at almost the same pace as the failure rate of change management initiatives. And even though many executives recognize the need to change the way we approach change management, most existing resources are still recommending traditional behavior-reinforcement techniques, such as the use of rewards like pay-for-performance.4 

Why such a disconnect?
Most change management programs begin with a fundamentally flawed assumption: that all parties involved in the change share an overwhelming common interest.5 Power dynamics, contextual considerations, and resistance to change are underestimated and even considered anomalous.6 As a result, no one mentions “many of the emotional and political issues that frequently preoccupy real people in real organizations” during times of change.7 And after all, organizational change means changing human behavior, notwithstanding little evidence suggesting that behavior can be pliable or predictable.8

 

The power of ‘Nudge’
It’s hard to change habits, but a gentle push can move us in the right direction. This episode,TED speakers offer deceptively simple “nudges” for managing our kids, our health, and our aspirations.

Here’s the full show or you can listen on the NPR website

Here’s some highlights:
Small changes, big impact…

Be curious about your actions and get control off them…

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