For any change, particularly changes that are significantly different from “the way we’ve always done things around here,” it helps to provide explicit models of the new behaviors.
Development of that model starts with you, even if it is not clear that it is your “job.”
Are you thanking your team for their hard work?
Are you sharing the impact the team’s work has made – even if it is “unfinished”?
Are you using and sharing the tools and techniques the team members have developed?
How are YOU modeling the behavior?
The second stage is finding a small group of people who are demonstrating the behavior.
Find people who are close to the “action.”
What are they doing? How are you going to celebrate them?
How can they share the process they went through to make the change?
You don’t need many. You just need people closer to the individuals impacted by the change.
Ideally, the folks impacted by the change look up to the people modeling the behaviors.
The closer the modelers, the more relatable the change.
Remember that change is a process.
People need multiple exposures to a particular change for them to absorb it for themselves.
Change – in mindset and behavior – is not a “one and done” activity.
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