Most big change programmes are doomed to fail before they begin. It’s a lack of understanding of behavioural science which lies at the heart of this corporate road to nowhere. We spend hours, days and weeks creating hefty new strategy documents filled with big audacious goals. We then waste even more hours, days and weeks struggling to implement them, before often bowing to the inevitable and giving up. Untold corporate millions are lost along the way. The cost in de-motivated, disengaged people, is even greater.
Yet, we continue to set out on new corporate initiatives and transformation programmes which do not carefully consider the behavioural approach for teams and individuals. It’s time to change the way we do ‘change’.
Here are five tips from Jeremy Campbell, a people and business transformation expert, and CEO of Black Isle Group
which recommend you take a different approach to game changing and transformation.
- Break big goals down into everyday actions. By doing this we focus on the process rather than becoming bedazzled by staring at the top of the mountain and being frozen in fear as to how we are ever going to get up there. Instead, focus on one step at a time to get there. Think of these steps as nudges. Small prompts repeated regularly – preferably daily – will edge you towards your big goal.
- Consistency is the key to behavioural change. When we set off on a new course of action, we experience initial enthusiasm. Normally, we are then distracted, and our efforts fade to nothing. Think New Year Resolutions or the number of diets we start and stop. The key is to ensure that we are consistent and regimented in repeating the new behaviours we need to get to our big goal. Technology is key to helping us be consistent.
- Celebrate the small wins. It is difficult for many people to see the finishing line. Make sure you record and celebrate progress. Treat yourself as you achieve the many small successes on the way. Each celebration releases dopamine in your brain. We call it the “happy hormone”. Each release encourages you to want another.
- Motivation fluctuates. When we look at other people’s success we see the win, we don’t see the setbacks, the commitment and the hard work. Accept that your motivation will fluctuate. Whenever you recognise that trigger, fall back on ensuring you stick to the everyday actions which are your commitments to change.
- Nudge don’t nag. Negative responses do not encourage people to stay the course. That’s why behavioural science underlines that nagging is counterproductive, but nudging is the road to achievement.
The pace and volume of change which we are all dealing with demands a new approach. Behavioural science must be at the centre of that in a way that it has not been used in the past. It’s time to think again about how we do change and stop repeating the failures of the past.
