Replacing a deeply imbedded bad habit with a good one involves much more than being temporarily “psyched up” over some simplistic success formula, such as “think positively” or “try harder.” It takes deep understanding of self and of the principles and processes of growth and change. These include assessment, commitment, feedback, follow-through.
We will soon break our resolutions if we don’t regularly report our progress to somebody and get objective feedback on our performance. Accountability breeds response-ability. Commitment and involvement produce change. In training executives, we use a step-by-step, natural, progressive, sequential approach to change. In fact, we require executives to set goals and make commitments up front, teach and apply the material each month, and return and report their progress to each other.
Breaking deeply embedded habits such as procrastinating, criticizing, overeating, or oversleeping involves more than a little wishing and willpower. Often our own resolve is not enough. We need reinforcing relationships, people, and programs that hold us accountable and responsible.
Remember: response-ability is the ability to choose our response to any circumstance or condition.
Unconscious biases are hard to identify, much less know their true impact. Before you can take steps to operate more fairly and effectively at work, you need to get your bearings. Download our latest guide: Seven Misconceptions About Unconscious Bias.