All wellbeing problems are behaviour change problems.
All safety problems are behaviour change problems.
And yes, all organisational development problems are behaviour change problems.
As people leaders, do we consider ourselves to be behaviour change experts?
With any wellbeing, safety or organisational development initiative, the goal is most often to create some form of behaviour change to achieve the desired outcomes.
I’ve worked with many organisations where they have implemented a range of initiatives but they’re not achieving the outcomes they desire. A common cause of this is because their overall program is not unpinned by a formalised behaviour change framework.
At Synergy Health we have learnt that to influence behaviour, we must deliver on the following four key levels:
If a program does not include each of these levels within the solution, outcomes are likely to be compromised as shown below. If a program is missing the:
- 'Awareness' Level: Employees are unlikely to recognise change is required.
- 'Education' Level: Employees are unlikely to know what strategies to put in place to achieve the desired outcomes.
- 'Motivation' Level: Employees are unlikely to be motivated to make any changes.
- 'Reward' Level: Changes are unlikely to be maintained in the long term.
If you want to facilitate behaviour change within your organisation, ensure your program is underpinned by a formalised behaviour change framework.
If you need some help, call us for a chat.
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