Great managers – how to facilitate behaviour change

Terry Thompson, Surrey, BC, CYBF Mentor, tthompson15@verizon.net

The following is a checklist of steps to follow to facilitate behaviour change:

1. Assess the degree of behavior change required and the person’s historical ability to accomplish this degree change – i.e. assess the probability of change.

2. Describe the current behaviour and the consequences to the person (and company) if it continues. 

3. Determine if the behaviour that needs changing is due to:

a. The person just not knowing in which case:

i. Simply ensure that their understanding of the appropriate behaviour is the same as yours by having them describe back to you their understanding of the behaviour;

ii. Determine if there are any training needs in order for the person to fully carry out the appropriate behaviour and provide it.

b. Certain beliefs and/or assumptions held/made by the subordinate. If so:

i. You must determine what these beliefs and/or assumptions are;

ii. Determine why they have these beliefs and/or assumptions;

iii. Provide factual information as to why these beliefs and/or assumptions are not valid and thus behaviour should change.

4. Clearly outline the recommended behaviour change and:

a. The reasons why it benefits company;

b. Why the person will also benefit.

5. Obtain the person’s feedback including what obstacles s/he feels they will face.

6. Determine how to eliminate the obstacles, who is responsible and the timing.

7. Ensure that you have gained the person’s commitment to change.

8. Provide appropriate training.

9. Determine “aids” (i.e. reminders) that will keep the desired behaviour change at the top of the person’s mind every day.

10. Person should demonstrate the appropriate self-sufficiency as part of the training.

11. Determine what actions are necessary to maximize the probability of behaviour change including:

a. Frequency of follow up (coaching, assessment etc.) as dictated by the degree of self-sufficiency demonstrated by the person during the training and thereafter;

b. Any additional/repeated training that will be required;

c. Recognition/bonus programs;

d. Execution of action plans to eliminate obstacles.

Should you have any questions or feedback regarding the content of this article please email me at tthompson15@verizon.net ©