Shifting behaviours: Strategies to make new thinking stick

In our previous blog, we explored the role of our change managers as behaviour makeover artists, guiding stakeholders to think and feel differently about change. Now, we delve deeper into the next crucial step—making this new thinking sink in. In this blog, we will unveil five proven tactics to ensure that the desired mindset takes root within your organization. By employing these actionable strategies, our change managers and communications specialists can empower your employees to embrace change, paving the way for a successful transformation.

1. Painting a vivid picture - Communicate the vision, necessity, and benefits

Like an artist creating a masterpiece, our change managers use the canvas of communication to paint a vivid picture of the transformation’s vision, necessity, and benefits. By effectively communicating the “why” behind the change and illustrating the positive impact it will have on individuals and the organization, stakeholders gain clarity and motivation to adopt the new thinking. Regular, transparent communication across all levels creates a shared understanding, fostering a sense of purpose and unity.

2. Leading by example - Leveraging leadership’s behaviour as role models

No Gaps understands the power of leading by example. Just as skilled artists showcase their artistic techniques to inspire others, organizational leaders become role models for the desired behaviours. When leaders embrace the change wholeheartedly and demonstrate the expected attitudes and actions, it sends a clear message to employees. Trust and respect grow as stakeholders witness the alignment between leadership’s words and deeds, making it easier for them to follow suit.

3. Unleashing creativity and innovation – Nurturing a growth mindset

Humans are creatures of habit, and change can disrupt established routines, leading to resistance. Employees may feel comfortable with existing processes, even if they are suboptimal. Helping individuals embrace the idea of change by highlighting its benefits and the need for adaptation can gradually shift the resistance stemming from ingrained habits.

4. Cultivating change islands - Small anarchy groups

Just as artists sometimes create “small anarchy groups” to foster unconventional ideas, we have had positive results with cultivating change islands within organizations. These are small, autonomous teams that have the freedom to test and implement innovative practices. These groups serve as incubators for change, allowing ideas to flourish without the constraints of rigid processes. As successful changes emerge from these islands, they inspire others to adopt new thinking and expand the wave of transformation.

5. Inspiring field trips - Organize excursions to organizations with success stories

At No Gaps we’ve seen the impact of organizing inspiring field trips to other organizations that have successfully adopted a similar new way of working as our client, or implemented the same tools in the case of a digital transformation. These excursions provide firsthand exposure to success stories and testimonies from those who have reaped the benefits of change. Witnessing real-world examples reinforces the belief in the transformation’s potential and nurtures a positive mindset towards change.

New thinking

As we conclude this blog post on making new thinking sink in, we have explored five powerful tactics that No Gaps might employ to drive successful behavioural change in organizational transformation. By communicating the vision, leveraging leadership’s behaviour, encouraging creativity, fostering change islands, and organizing inspiring field trips, we create an environment where new thinking takes root and growth mindsets are nurtured.
In the next blog of our behavioural change series, we will delve into the next step —empowering employees to act differently, adopting the desired behaviours. At No Gaps, we are committed to providing actionable insights and strategies to help your organization navigate change successfully.
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