If you pick the right small behavior and sequence it right, then you won’t have to motivate yourself to have it grow. It will just happen naturally, like a good seed planted in a good spot.
One of the most difficult challenges for organizations is how to bridge the gap between individual learning and the level of sustained behavioral change that is necessary for making a lasting impact on organizational goals.
The habit-building approach meets this challenge by embedding short focused conversations and context-based micro-learning directly into the workplace. During these conversations teams discuss concepts or strategic initiatives and consider how to integrate new ideas and information into their work activities.
At the end of every conversation, each team member uses the Habit Builder to identify one small action or behavior change they can commit to for 30 days that will support the learning or strategic initiative.
The habit builder regularly reminds participants of their commitment and asks them to check-in to rate their progress. Check-ins encourage team members to reflect on the factors that support or undermine their efforts, facilitating individual insights.
Monitoring and aggregating data from individual check-ins gives leaders important feedback that allows them to (among other things), track how well desired behaviors are moving into the work of teams and identify which leaders have the most influence in driving change. Activity reports at the conversation and team level give rise to organizational insights that can be used to explore and continuously improve the effectiveness of development initiatives.