To apply knowledge in order to make change happen and stick, you and/or organization need a crystal clear picture of what it is you want, why you want that, and a specific road map of how you’re going to get there. Additionally Tony Robbins talks about the importance identifying the emotions and insight people would experience if they would achieve those goals or realize those plans (rewards). On the other hand what would they experience if they didn’t accomplish those goals (consequences)?
Words, lecturing, begging, threatening, bribing - all too often are ineffective when it comes to bringing about meaningful and lasting change. So take massive action!
Sometimes suggesting the opposite of what you want someone to do, is key to getting what you want - done. Consider doing a 180 to bring about change.
Science is discovering that people have more capacity for lifelong learning and mind development than originally understood. Skills, ability, personality, talent, leadership…all these can be developed by embracing a growth mindset
Making adujstments to one’s environment is about making correct behaviors easier and uncorrect behaviors a little bit harder. When situations change - behaviors change. So change the situation - it’s that simple
For change to happen someone needs to start behaving differently. To help people behave differently in change efforts, Dan Heath recommends that we ‘Script Critical Moves’. So help employees and anyone else to wash their hands before leaving the bathroom.
Applying knowledge in order to make change happen and stick has to involve both the mind and heart. Most change initiatives and efforts on appeal to the reasoning: think, plan, and change. when an individual or an organization sees and feels, then change takes place.
It’s commonly held that certain individuals are born natural leaders. While it may be true that certain people have certain acquired skills or are ‘gifted’ - much of what makes an indivdual an effective leader is attributed to attitudes. Attitudes are and can be developed. They can be changed and eventually replaced when they no longer serve us well. In like manner leadership can be and is a developed ability.
For change to take place a clear roadmap needs to be in place. Stages or phases need to be followed. Skipping these phases or steps should be avoided. Organizations and individuals alike are often pressured into bypassing these phases - resulting in setbacks, confusion, and the unfortunate invention of additional steps.