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Of course, without first noticing, change is very difficult, if not impossible. Noticing is a prerequisite to growth and learning.
If you were to engage in one intentional act every work day for a whole year, you would have repeated that one thing 250 times.
So, what makes a good behavior change commitment? Make it measurable and specific—and make it small and important to you personally.
Front line workers know what KPIs they’re being evaluated on, but typically lack understanding about how they are linked to the overarching strategic goals.
For organizations that are seeking changed behavior, tapping into the power of habits is an effective strategy for ensuring that change sticks.
If you’re serious about making a change, for your organization, your team, or yourself, make an investment of your time and your energy to make it happen.
A key first step in any successful learning or behavior change initiative is to identify the return on expectations—begin with the end in mind.
If we allow the stimuli we’re exposed to every day whisk us into a state of distraction—we may be putting our health, productivity, and humanity at risk.
For organizations to achieve meaningful change in a sustainable way, they need to create the conditions for behavior change at an individual level.
Clarity is what we want for our organizations, and is the critical first step in behavior change. Resistance to change is often the result of unclear goals.
“Luck” happens because the person has used a systematic approach to ensure progress toward their dreams and goals. It’s not as simple as just getting lucky.
Working to create a robust learning culture will help develop the skills required to increase agility and navigate a world of constant change.
I decided to end my focus on goals, something I’ve called ungoaling. This means developing habits for activities that will contribute to my overall success.
Nothing moves people into immediate action quite like necessity. When the danger of NOT doing anything is strong, people are willing to try anything.
It’s important that we protect the most valuable asset that we have: our attention and focus. Here are the three areas that I am working on at the moment.
Organizational agility provides a competitive advantage. As organizations adopt initiatives to keep pace with change, success will hinge on agile teams.
Committing to the one action leads to change, and often triggers or sets in motion other changes that have impact on the team as well.
There’s nothing wrong with being optimistic or making big plans. But to truly change, you also need a healthy dose of realism: if you think it can happen overnight, you’re setting yourself up for failure.
We are excited to announce a collaboration with Dave Gray, and have launched a new module on our Conversations platform inspired by Liminal Thinking.
At Actionable, we know that when it comes to fostering employee engagement and cultivating behavior change, regular conversations beat once a year performance reviews hands down.
Remember that your current behaviors are getting you the results you’re seeing—to see a change you will have to make a change.
Focusing on the language I use—with myself, with my children, and with my clients—has helped me create positive results.
Whether you are managing a team, searching for strategies to improve, or seeking more creativity in your day to day life, you can harness the science of behavior change to see positive results.
We were delighted to host Jenny Blake for an Actionable webinar to discuss her book Pivot. Alyssa Burkus sat down with Jenny for a live chat with members of the Actionable community.
Over the last two years, we’ve had amazing guests join our 21st Century Workplace podcast. Check out some of the great authors who have joined us recently this year.