From BJ Fogg & the team, here are 10 mistakes in behavior change:
- We rely on will power for long-term change
- Attempting big leaps instead of small steps
- Ignoring how environment shapes behaviors
- Trying to stop old behaviors instead of creating new ones
- Blaming failures on lack of motivation
- Underestimating the power of triggers
- Believing that information leads to action
- Focusing on abstract goals rather than on specific behaviors
- Seeking to change forever rather than for a short time
- Assuming that behavior change is difficult
There are also some other resources from the same author on his website:
A few weeks ago, irritated a bit by the extensive usage of the word but in our office conversations, I proposed to the team I work in to run ‘no buts meetings’. While not every but is as obnoxious as using the conjunction in phrase structures like “you did a great job in the project, but…”, to keep things simple the proposal was to skip all buts. Same for synonyms like however, still, though.
As the meeting unfolded, we realized that it was a challenging task to keep the conversation clean and the sentences to the point. We often seek to smoothen our tone in business conversations and it sometimes backfires in the form of confusion, unclarity and exaggerated politeness.
While some suggest using words that have the same meaning, my proposal is to shorten sentences and use a full stop or a comma instead of ‘but’.
“I feel you did a great job on the project, but there were things missing…” becomes “I feel you did a great job on the project. There were also some things missing…“
In this way the praising part of the statement does not get polluted with the slightly negative tone of the reproach sentence. Pausing a bit after the full stop allows the receiving end to take in the compliment and feel proud of their results.
So, here’s a challenge, should you accept it: run as many ‘no buts meetings’ as possible. And one final tip, make it stress-free! If the word does slip in, it’s ok! It will be better as you keep practicing.
Brand Republic made public the survey results of Kantar Media‘s TGI survey. The topic: how celebrities influence consumer decision-making. Here is the data stripped from the article. Although it refers only to the Great Britain, we can draw some great insights from the data bellow.
In Britain, 5% of adults (+15 years old) believe that celebrities influence their behaviour. This amounts 2.5 million people today, 500 thousands more than three years ago.
- over 60% of the ones that are influenced by celebs are aged under 30. Continue reading
Here are ten principles of change as described by Stan Goldberg, PhD, on Psychology Today.
1. All behaviors are complex
- Break down the behavior into smaller parts and conquer them one at a time.
2. Change is frightening
- Examine the consequences.
- Prepare your observers, introduce them slowly to the change.
- Be realistic with goals. Continue reading
Among the many leadership theories out there, the Hersey-Blanchard Situational Leadership® Theory is on top of my favourites. Briefly, it states that successful leaders match their leadership style with the maturity and experience levels of the people they’re leading. When successfully using this theory, leaders are placing more or less emphasis on the task or the relationship with the person, depending on what are the needs to successfully accomplish an objective. Continue reading
In an article in the McKinsey Quarterly, Emily Lawson and Colin Price identify four conditions for changing the mindsets of employees:
- employees see the point of the change and agree with it;
- the surrounding structures are in tune with the new behaviour;
- employees have the skills required to cope with the change;
- employees want to see people they respect acting as role models and promote the change.