How to Change Anything

Okay, so that’s a pretty ambitious title, but with the right approach, we think it really is possible to change just about anything. Here’s how to do it.

A Little Background:  Based on a significant body of research, there are two underlying components to successful behavior change: motivation and ability. Basically, we are much more likely to change our behavior when we want to AND when we have the ability to do so. Each step outlined below increases motivation and/or ability, thus maximizing the likelihood of successful change.

Step 1 - Set Your Goal:  The key factor when it comes to goal setting is to take baby steps. Often, organizations and individuals alike make the mistake of trying to change too much too quickly. The idea is to make a small change and build a new habit. Once the habit is established, move on to another small change. Let’s look at an example.

I’m not proud to admit it, but I’m actually a relatively poor listener, in large part because I often become distracted by whatever happens to be going on inside my head. My inattentiveness occurs frequently and in a variety of contexts. But instead of trying to address every situation in which I have trouble listening, I’m taking a baby step by setting the following goal:

                Goal:  I’d like to listen better during meetings at work.

If the baby step I’ve chosen isn’t small enough, then I can always scale it back. For example, instead of trying to listen better at all meetings, I could focus on one meeting that occurs weekly. As a basic rule, the more effortful and difficult a change is, the less likely we are to follow through on it. Change becomes more manageable when we focus on specific behaviors and take baby steps to build new habits.

Step 2 - Identify Key Stakeholders:  Key stakeholders play a critical role in augmenting both our motivation and ability to change. As a result, they can increase dramatically the likelihood that we follow through with our goals. Once we’ve decided what to change, the next step is to identify 3-5 key stakeholders who will help us change. There are two essential criteria for a key stakeholder. First, we have to value their opinion. Second, they have to be invested in helping us change. In my case, I’ve identified a total of five key stakeholders, including my boss, her boss, and three additional colleagues, all of whom have agreed to support me in becoming a better listener.

Step 3 - Ask For Suggestions:  Once you’ve identified your key stakeholders, ask them for suggestions on how you can change the behavior in question. More specifically, describe your goal, provide a little background on why you want to improve in the area identified, and then ask for their recommendations on how to do so. In my case, I asked for suggestions on how I can listen better during meetings at work. I received a number of helpful tips, including the following:  1) Take notes during meetings to keep myself engaged; 2) Offer one or two thoughtful comments during meetings to confirm for others that I’m listening; and 3) Practice mindfulness, observe when my attention shifts, and then redirect my focus back to the meeting.

Later in the process, you’ll ask your key stakeholders to rate your performance on the behavior in question. This initial meeting is a good time to request a baseline assessment, which sounds complicated but really is quite simple. An item like, “On a 7-point scale, please rate how well I currently listen during meetings,” will more than suffice. Using this type of item, simply collect a baseline score from each of your key stakeholders.

Step 4 - Put Together Your Action Plan:  After speaking with your key stakeholders, synthesize their recommendations into an action plan. Try not to overcomplicate it, and simply include 2-3 actions you plan to take in achieving your goal along with a timeline for execution. My action plan for listening better during meetings simply includes the three recommended actions listed above. It also specifies that I plan to implement the actions during the next 30 days, after which I’ll evaluate my progress to determine whether I’m ready to move on to another baby step.

Step 5 - Follow Up:  Follow up regularly with your key stakeholders to review your progress, solicit their feedback regarding your performance, and ask for suggestions regarding any challenges you’ve encountered. As a general recommendation, follow up with your key stakeholders every two weeks or so. The first point of follow up should be a review of your action plan. Ask your stakeholders to hold you accountable for following through with the plan.

Step 6 – Collect and Review Data:  Using the same item from the baseline assessment, ask your stakeholders to evaluate your performance on the behavior in question. In my case, I’ll collect this data after 30 days, as specified in my action plan. Have a conversation with each stakeholder to review your overall progress. If you’ve successfully built a new habit around the change in question, you’re ready to take another baby step, again using the process outlined here.

Remember, change is EASY once you have the right APPROACH.