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All projects and change efforts involve behavioral risk. They require people to start doing some things or to do things differently. When sustained behavior change is a requirement, those responsible for the new behaviors must feel compelled to do so, know specifically what to do, and know how to do it. They must also receive more positive reinforcement for those new behaviors than for any old habits or workarounds that compete with the new behaviors. It might sound simple, but as the number of people involved in the change effort grows, the risk grows. To underestimate the precision and consistency required to motivate and sustain the desired change is to leave the success of your implementation to chance. Whether it’s a large-scale site or corporate-wide change effort, or a project with a more limited scope and stakeholder group to achieve success, you must actively plan to anticipate and avoid these behavioral risks:
Not all projects and initiatives are large enough to warrant a formal change management strategy. Regardless, if success relies on building new habits in your organization, you need to anticipate and address potential barriers to that behavior change. This will build behavioral momentum quickly and you'll avoid resorting to frustrated nagging and negative reinforcement later.
Make each of your change efforts a positive experience for all stakeholders. Change will come faster. Everyone will be happier. And you’ll create an agile culture of early adopters.
ADI behavior change experts are available to support your change efforts. We invite you to learn more.
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