At the Star Media Development Centre, we believe behavior change is the process of modifying an individual’s attitudes, habits, and actions. The main goal is always improving productivity, well-being, and performance.

 

There are different factors such as organizational initiatives, customers, feedback from workmates, and personal development goals which can drive behavior change.

 

Creating a positive environment in a workplace is the main goal of any behavior change in an organization. SMDC takes an extensive look at important theories, stages, and behavior change techniques in an organization.

Behavior Change Theories

Here is the breakdown of the most prevalent behavior change theories:

1. Transtheoretical Model (TTM)

The Transtheoretical Model refers to how individuals transform their problematic behaviors by advancing through different stages. TTM is in most cases utilized for behavior changes in health such as the prevention of depression and stress management.

 

The stages include:

  • Precontemplation: The individual is unable to recognize the issue and is unable to change.
  • Contemplation: The individual recognizes where the problem is and can change in the future.
  • Preparation: The individual starts making behavioral changes.
  • Action: An individual makes tremendous behavioral changes to past patterns.
  • Maintenance: An individual’s continued effort successfully sustains the changes.
  • Termination: The individual has no interest in reverting to his or her past bad behaviors.

2. Theory Planned Behavior

Theory Planned Behavior is a combination of the expectations of organizations’ staff on behavior performance and the value the staff attaches to that particular behavior. This theory links beliefs to behaviors hence, companies use it in predicting motivational influences.

 

According to SMDC, four main factors in TPB affect behavior change. The four factors include:

  • Behavioral Control: Belief about the difficulty or ease of a particular behavior.
  • Intention: Having the will to perform a behavior.
  • Subjective norms: Pressure to take part in a certain or ignore a behavior.
  • Attitude: Evaluation of performing a behavior can be negative or positive.

 

Behavioral control and intention are the two main behavior predictors. The TPB entails understanding the perception one has of the behavior change difficulty, success potential, and benefits.

3. Social Cognitive Theory (SCT)

Social Cognitive Theory refers to getting feedback from interactions between the environment, individuals, and their behaviors. This relies on the idea that when company staff are aware of the benefits and risks, change preconditions exist within them.

 

SMDC lists the following as the SCT behavior determinants:

  • Self-efficacy:  The confidence of an individual in their ability to complete a certain behavior.
  • Capability: The actual ability of an individual to perform a certain behavior.
  • Reinforcements: External and internal responses to an individual’s behavior.
  • Observation: The individual who witnesses other people modeling the behavior.
  • Expectations: The main goal behind performing a certain behavior.

 

According to SCT, behavior is an intentional act that seeks a positive result and rules out negative ones. In case the staff of a company are unaware of what habits affect their place of work, there is no need to endure change challenges.

Five Top Behavior Change Techniques in an Organization

Techniques are mainly meant to improve staff behavior in an organization. However, several techniques can be a bit confusing to employees especially those attending a one-time training event.  Here are five behavior change techniques employees need to be aware of:

1. Clear Goals

Having clear goals will ensure right efforts and actions are directed toward the right behavior. With a clear goal, company staff can monitor progress and make the necessary corrections.

 

Being aware of the behaviors to display will make company employees more motivated and energized. They will also be in a position to track their results and point out challenges preventing them from achieving great results. Managers must repeat organization goals regularly to help encourage behavior change.

2. Staff Inspiration

Inspiration is an important factor when it comes to promoting behavior change. It enables organization leaders to share stories and use inspirational language.  Company managers can work with staff at personal levels to evoke desired change, identify their motivations and passions, and connect with them.

 

Companies can inspire their staff on a larger scale. For example, SMDC lists testimonials to help increase their motivation.

3. Positive Behavior Reinforcement

Company managers need to recognize the staff who display the right behavior. Recognizing and rewarding employees helps motivate other workers to adopt the right behaviors.

 

However, company managers need to offer direct and constructive feedback whenever an employee displays negative behavior. Constructive feedback helps in boosting and promoting change.

4. Promote Group Change

Any single staff working on their behavior needs to have self-motivation. In most cases, changes in behavior are much easier when performed in a group. Working in a group helps in creating positive peer pressure and unity. The staff are more likely to change their behavior when they see other staff changing.

 

Changing behavior can happen by monitoring other employees’ actions. In most cases, recruits learn their behavior by watching other employees.

5. One Step at a Time

Tackling one issue at a time is one of the most effective methods that promote employee behavioral change. However, solving several behavior issues at a go can be complicated. In most cases, company employees will need time to adapt to new habits. Employees learning a new thing does not mean he or she will implement it immediately. It takes time before the change can be a permanent behavior change.

 

Company managers have the expertise to prioritize behavior change and identify the most important ones. They can thereafter coach the company staff on how to make changes to their habits.

Conclusion

It is never easy to make a change and stick to it! However, using the above steps will enable you to be more successful in adapting to new behavior changes. At SMDC, we are aware of the importance of having a positive behavior change in an organization.

 

That explains why we invest extensively in personnel to help organizations transform their employees’ behaviors. Do not hesitate to reach out to us for more teachings on behavior change. We have professionals on standby, always ready to help you out!