Habits
Habits
Research indicates that
47% of our behavior in a typical day is a result of habits. They play a crucial
role in the behavior we exhibit when we’re on the job. Organizations are
increasing focusing on developing positive habits as a strategy for improving
employee performance.
1.
The first step in
creating habits is to break performance goals down into minimum viable
behaviors. These are small, simple,
discrete behaviors. They should be observable in a snapshot and are binary… the
employee either did it or didn’t do it.
2.
Behavior,
including habits, are shaped over time. They are learned through successive
efforts that get closer and closer to the desired behavior. Encouraging and
rewarding each successive approximation shapes behavior into a habit.
3.
The idea that
habits develop by doing something for 21 days is a myth. Research indicates that
creating habits is more complex and takes longer. We should plan for at least
66 days for a habit to fully develop.
4.
Start by
prioritizing habits to be developed. Consider the impact the habit will have
and how difficult it will be to develop. Begin with a few high impact, low
difficulty habits then move to high impact habits that might be more difficult
to develop.
5.
Habits are built
on four key enablers:
a. The desired behavior
b. Anchor - a habit that already exits that can be built
upon.
c. Trigger - a cue that signals the person to use the
behavior.
d. Reinforcer - a positive consequence that rewards the
behavior.
6.
In addition to
the four enablers, it is important to set up for successful development of a
habit. This involves creating an environment that supports use of the behavior.
7.
The process of
shaping a habit involves starting with an anchor, introducing a trigger, practicing
the desired behavior and then having that use reinforced. With repetition the
trigger and reinforcer should fuse with the behavior and the anchor goes away.