Developing your Skills | November 28, 2012
Terry Thompson, Surrey, BC, CYBF Mentor, firstname.lastname@example.org
Understanding the concept of behaviour change and the probability that it will happen is absolutely essential to becoming a great manager. All personal development involves behaviour change – i.e. how can you improve your performance without changing your behaviour in some way? As CEO (or manager), when evaluating your personal development goals, or those of your subordinates, it is essential to determine the following:
The amount of behaviour change required is determined simply by comparing the behaviour currently happening to the desired behaviour. The ability to achieve the behaviour change is determined by the following factors:
The factors that affect a person’s desire to change behaviour are:
Factors 1 and 2 are the easiest to deal with if awareness is the only reason for not changing behaviour. Factor 3 is obviously far more difficult and dramatically reduces the probability of behaviour change.
So what does this all mean?
My main point is that when assessing a candidate for a position – a current subordinate or your own personal development objectives – you must assess the behaviour change required under the circumstances and the probability of achieving that behaviour change. Not all behaviour changes are equal. The next article will provide more guidance as to how to apply this knowledge to hiring new people, assessing current employees and yourself.
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