Change Unproductive Behaviours for Good: [Perspect Leadership Process]

Posted on December 19, 2020 by Colin McAllister, One of Thousands of Executive Coaches on Noomii.

THE PROBLEM
Behaviour change is complex as it requires individuals to disrupt existing habits while simultaneously fostering new ones. This process takes time and structure.

THE ROOT CAUSE
Although our rational minds intellectually conceive that change is required, it is not always our rational minds that drive our behaviour and actions.

THE SOLUTION
Select behavioural changes that have a significant impact across your relational spectrum, which will deliver outcomes that you are deeply connected to emotionally.

Four Ways to Measurably & Sustainably Change Behaviour:

As an executive coach, I have been helping successful leaders achieve positive lasting change for years. Most of my clients realize two things. Long-term sustainable behavioural change will result in them becoming more effective in all areas of life, and it is incredibly challenging.

The good news, though, is that we already understand many of the underlying mechanisms that make a sustained change so difficult. Here are four primary reasons and recommended approaches to achieve this type of change, namely:

1. We are Emotional Creatures
Many of us still believe the “carrot and stick” works in most instances. Feelings of shame, guilt, fear, joy, and contentment should be enough to get anyone to change, and in some instances, they certainly are motivators. However, studies show that, in most cases, fear and regret were the least effective behavioural change strategies.

Throughout my experience as a leadership coach, I have found that the most successful platform for change is establishing a deep emotional connection to the desired outcome. This requires a high level of self-awareness and thoughtful reflection. If you are contemplating a behavioural change, ask yourself;

“If I make this change, what will be the positive impact for my children, spouse, employees, organization, and self that stirs a deep emotional response?”

Continue building on your responses until you strike that emotional chord that won’t allow you to turn back. The fact is, if you are not connected to the outcome, your chances of success are exceptionally low. You will simply quit and, well, why wouldn’t you if you don’t care?

2. The Success Superstition
I am blessed with the opportunity to work with highly successful people. Interestingly enough, these folks are very superstitious, and maybe you can relate. This is how it works; “I have achieved my level of success by behaving in certain ways. If I change, I will fail.” Seems logical, and it also sounds like, “We have always done it this way, so why change now?”

My friend and mentor, Dr. Marshall Goldsmith, authored a book on this specific topic named, What Got You Here, Won’t Get You There. Do you know why successful people become even more successful? Because they are wise enough to understand how essential it is to shift certain mindsets and beliefs for personal and professional growth. They demonstrate vulnerability and humility in this regard.

As you undertake behavioural change, try to challenge yourself on your success superstitions. Which way of “being” do you feel has been accountable for your success? At the same time, you have heard from others how it damages relationships and any opportunity for you to go to the next level. Perhaps, you are successful despite this trait…

3. Biting Off More than We Can Chew
Behavioural change is tough, regardless of the type of behaviour you are aiming to change. We must start somewhere with measurable outcomes, though. Big and vague must give way to small and specific.

If you are considering multiple areas, I encourage you to prioritize. Visit the exercise below; which growth opportunity are you most emotionally connected to now? Chances are, this will be most aligned with your core values and how you want to be perceived.

My experience has shown me that specific goals are essential to success because we desire performance targets (KPIs) to measure ourselves against. This results in positive reinforcement while highlighting opportunities to tweak our approach. Remember not to dive into the change until you’re emotionally connected to your responses, and ask yourself these two questions:

1. What will success look like when I change? Be specific and create an image of this in your mind’s eye.
2. How will I measure that success? How much, more of, less than, what date, etc.

4. We Go at it Alone
We are independent, successful people. So, it makes sense to approach behavioural change in the same way. Unfortunately, independent approaches to tackling change aren’t sustainable. As difficult as it is to change your behaviour, it’s even more difficult to change others’ perception of your behaviour – especially if their perceptions are already set.

Let’s face it. We don’t know what we don’t know. Enlisting stakeholders you can trust and respect, while empowering them to hold you accountable when they see you slip, can exponentially enhance your probability of success.

Furthermore, it enables the rapid identification of specific behaviours that are most impactful for your success and goal achievement. Not only are you improving, but those around you perceive your progress, which builds your “leadership” brand or “executive presence”. Those around your start buying-in to your efforts and become champions themselves, creating an environment conducive to positive change.

Putting it into Action
To be honest, the process of putting these changes in place is simple, executing the process is the challenge.

Take a straightforward and simple approach to change:

1. Define an impossible future for yourself; something you truly and deeply desire but are not on a track to achieve – for whatever reason (what got you here won’t get you there)
2. Engage (or have someone do it for you) people around you that you trust and respect – have them share what you are doing well, and what you need to change that will enable you to realize your desired impossible future
3. Reflect on these, take time to enhance your self-awareness and select 1 or 2 key behaviours that if changes would create an emotionally satisfying outcome for you and the ones you care about
4. Enlist 6-8 stakeholders and ask them two questions monthly:
a. How did I do last month a shifting (Behaviour #1) as it relates to you and me? [feedback]
b. What can I do to get even better at (Behaviour #1) next month as it relates to you and me? [feedforward]
5. Implement the changes and repeat until this becomes your new way of being.

If you would like to try this exercise let me know and I will share it with you.

Colin McAllister is the managing partner at Perspect Coaching & Consulting.

Colin specializes in Executive Leadership Coaching, Management Consulting, Organizational Change Management and Business Innovation. He also provides contract C-Suite support to organizations during transition. He has supported clients in the private, public and not-for-profit sectors across five continents, partnering with all levels of Government, Fortune 500’s, Hi-Tech start-ups and small and medium-sized enterprises, community-based not for profits to international charities.

info@perspect.ca
www.perspect.ca