July 9, 2001 Giving New Behaviors A Chance

There is a large number of people who don't realize that, after attending some type of leadership development program, they are suppose to change the way they behave. Many are avid students, very intent on learning the material. They provide stimulating remarks during the sessions and really talk the talk. But for far too many, that is the end of the line for learning. They return to the workplace, talk up their leadership experience and occasionally implement a step or two from the obligatory action plan. Then it's back to normal.

There are a couple reasons that more pronounced behavior change does not occur. First, after being gone for some length of time, the normal management work has piled up. This work, which is usually quite visible and very time-bound, literally screams for attention. It is also the main thing on which people are evaluated and ultimately paid. So the well-intentioned strategy becomes, "as soon as I take care of all this immediate work, then I'll start practicing the new leader behaviors I learned." Trouble is, people never get done with this work. No matter how hard or fast they work, there seems to be more and more piling up. So the attempt to try on some new behaviors slip further and further down the priority scale.

The other reason is more likely at the core of why behavior change occurs more slowly, if at all. Changing the way one does something requires breaking a habit, which is just plain hard. People don't have to think much about habits, they just do them. When was the last time you slapped your forehead and said, "Hey, I've forgotten to take a shower for the last four days. I probably should do that today!" Habits are programmed in, and happen almost automatically. It is quite the contrary when applying some kind of new behavior.

Breaking old and developing new habits must be intentional. So as a growing leader, an individual will have to consciously think about stopping to say thank you, releasing the control of an important project to someone else, or taking time to give a direct report immediate performance feedback. These things won't feel natural for quite some time. Plus, it will take time to build confidence and comfort in the new behaviors, time that just does not seem to exist when facing pressing deadlines and mountains of work to be done. It is easy to see why people stick with the old habits, whether they are effective or not.

Assuming you seriously want to begin practicing the new behaviors and ultimately developing new habits, you will need some help. Two immediate support aids come to mind.

First, keep some visible, tangible things in front of you to remind you of the behaviors you are attempting to adopt. We call this the "bump into" strategy. You need to be bumping into reminders all the time. (For example, getting people to make seat belts a habit, required bumping into all kinds of chimes and lights upon trying to start the car.) Right now, decide on some things you can bump into, and put them in place immediately.
They can be simple things like these:

• Put your feedback package (if you received one) in plain sight, right on top of your desk. Review it frequently.
   
• Put a helpful screen saver message on your computer, or a bold reminder on your telephone.
   
• Change the homepage on your browser to come up on a leadership page.
   
• Distribute buttons (with helpful messages) for people to wear in front of you.
   
• Devote a small amount of time each week to keep reading/studying about leadership.
   
• Include a leadership behavior discussion at every team meeting. Discuss it early.

 

Write your "bump into ideas" on a post-it note right now, and stick it on your computer monitor or phone, until you have put them all in place!

The final and probably most important resource is other people. Find others who will help you. Ask, plead, command or beg them to be your reminders. Tell them your desires and commitments for change, and allot time for them to give you feedback. Have a lot of shorter, frequent interactions with them. Who knows, maybe after a while just seeing their faces will remind you of your opportunity to behave differently, and some new habits will take root quicker than you think.