Behavioural Change Programs
Leadership & Capability
Staff do not adopt the behaviour on the poster; they adopt the behaviour of the person who signs their leave. If the manager models the change, the team follows within weeks. If not, no campaign survives contact with the corridor. So we start with the managers.
Scope of work
Leaders model it. Messages cue it. Systems reward it.
Behaviour spreads through three channels — example, prompt and consequence — and a programme that uses only one of them stalls. We coach leaders to model the target actions visibly, craft communication that cues the behaviour at the moment of choice, teach staff the mechanics of building micro-routines, and redesign recognition so the right habits are the ones that pay.
- Manager coaching: training leaders to model target actions deliberately and visibly — because teams copy what is done, not what is said
- Communication strategies crafted to trigger positive responses: the right message, at the moment of decision, from a messenger the audience trusts
- Habit-formation workshops that teach staff the mechanics of micro-routines — cues, repetition, friction removal and recovery after lapses
- Recognition systems: reward models, appreciation rituals and progression signals redesigned to reinforce the habits the strategy needs
- Capability cascades: training supervisors and frontline leads to coach the change onward, so it survives our exit
- Follow-through reviews at 30, 90 and 180 days — habit programmes are won in the follow-through, not the launch
Do your managers model the change you're asking for?
If the honest answer is "some", start there. It is the highest-leverage behavioural work an organisation can buy.
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