{"id":10146,"date":"2021-12-04T07:35:40","date_gmt":"2021-12-04T12:35:40","guid":{"rendered":"https:\/\/flevy.com\/blog\/?p=10146"},"modified":"2021-12-13T10:39:10","modified_gmt":"2021-12-13T15:39:10","slug":"6-rs-of-behavioral-change","status":"publish","type":"post","link":"https:\/\/flevy.com\/blog\/6-rs-of-behavioral-change\/","title":{"rendered":"6 Rs of Behavioral Change"},"content":{"rendered":"

\"\"Business Transformation<\/a> initiatives are typically undertaken to solve a pressing issue, bring about improved performance<\/a>, or to serve customers better.\u00a0 A critical element of the success of such initiatives entails transforming the existing behaviors of the employees across the organization.\u00a0 However, this isn\u2019t a straightforward task.<\/p>\n

Attitudes and practices get reinforced in people by following established routines day in and day out.\u00a0 Such practices become a part of an Organizational Culture<\/a> over time.\u00a0 Ingrained organizational behaviors<\/a> and practices aren\u2019t considered burdening until the organization\u2019s performance starts declining considerably over time.\u00a0 That\u2019s when the leaders start thinking about changing these beliefs and habitual actions.<\/p>\n

Psychology<\/a> and Neuroscience can help enterprises change the deeply embedded attitudes and practices of people and replace those with new beliefs and practices.\u00a0 Leading organizations are using psychology and brain research to induce successful change.\u00a0 Specifically, they focus on the right priorities to enable Organizational and Behavioral Change and take the following 6 steps\u2014or 6 Rs of Behavioral Change<\/a>:<\/p>\n

    \n
  1. Recognize<\/strong><\/li>\n
  2. Relabel<\/strong><\/li>\n
  3. Reflect<\/strong><\/li>\n
  4. Refocus<\/strong><\/li>\n
  5. Respond<\/strong><\/li>\n
  6. Revalue<\/strong><\/li>\n<\/ol>\n

    \"\"<\/a><\/p>\n

    Let\u2019s dive deeper into the first 3 steps critical to render behavioral change.<\/p>\n

    Step 1 \u2013 Recognize <\/strong><\/h2>\n

    The first step involves the leadership reflecting on the behaviors that are required to be transformed.\u00a0 Leaders are responsible for articulating the future vision of an organization, prioritizing and implementing initiatives to achieve the vision, and take measures to tackle disruption caused by technology and rivals. \u00a0Self-Reflection on undesired behaviors by role models (including senior leaders) is essential to make other people ponder over their behaviors.<\/p>\n

    Leadership behaviors inform the workforce about the Transformation required, assist in championing the agenda, and make these behaviors resonate across the board. \u00a0Individuals, in turn, should contemplate on the alignment of their behaviors with their personal \/ organizational goals, think of new improved ways of doing things, and dump convenient yet unproductive behaviors.<\/p>\n

    Step 2 \u2013 Relabel <\/strong><\/h2>\n

    The 2nd<\/sup> step of the 6 Rs to Organizational Change<\/a> necessitates categorizing and naming the flawed or unfit behaviors.\u00a0 Neuroscience research has revealed that by naming behaviors and understanding that thoughts are merely ideas, persons with Obsessive Compulsive Disorder can disregard useless thoughts and behaviors that trigger them to wash their hands again and again.<\/p>\n

    Relabeling thoughts allows individuals to stop reflecting on useless thoughts.\u00a0 Likewise, in an organizational setting leadership needs to evaluate which shared thoughts don\u2019t work well, categorize them, and communicate the reasons for their unsuitability across the organization.<\/p>\n

    Step 3 \u2013 Reflect <\/strong><\/h2>\n

    In this step, senior management replaces outdated beliefs and behaviors and outlines the vision or desired objectives and behaviors. \u00a0The outlined desired objectives and behaviors need to be explicit, translated into daily actions, and attractive to the people.\u00a0 This may warrant training<\/a> of people to reflect on the desired expectations and behaviors collectively.\u00a0 Effective communication of benefits of altered objectives and behaviors assists in subsiding the unrest associated with change in people and relaxing their mind and thoughts.\u00a0 This must include informing people that uncertainties are part of business and that they should keep their focus on organizational values and what matters most during change.\u00a0 Reflection creates a sense of ownership among employees that is otherwise difficult to be achieved by any cascaded top-to-bottom directives.<\/p>\n

    Interested in learning more about the other steps or Rs critical to engender Change ?\u00a0\u00a0You\u00a0can download\u00a0an editable PowerPoint on 6 Rs to Behavioral Change <\/strong>here\u00a0<\/a>on the\u00a0Flevy documents marketplace<\/a>.<\/p>\n

    Do You Find Value in This Framework?<\/h2>\n

    You can download in-depth presentations on this and hundreds of similar business frameworks from the\u00a0FlevyPro Library<\/a>.\u00a0\u00a0FlevyPro<\/a>\u00a0is trusted and utilized by 1000s of management consultants and corporate executives.\u00a0 Here\u2019s what some have to say:<\/p>\n

    \u201cMy FlevyPro subscription provides me with the most popular frameworks and decks in demand in today\u2019s market.\u00a0 They not only augment my existing consulting and coaching offerings and delivery, but also keep me abreast of the latest trends, inspire new products and service offerings for my practice, and educate me in a fraction of the time and money of other solutions.\u00a0 I strongly recommend FlevyPro to any consultant serious about success.\u201d<\/p>\n

    \u2013 Bill Branson, Founder at Strategic Business Architects<\/p><\/blockquote>\n

    \u201cAs a niche strategic consulting firm, Flevy and FlevyPro frameworks and documents are an on-going reference to help us structure our findings and recommendations to our clients as well as improve their clarity, strength, and visual power.\u00a0 For us, it is an invaluable resource to increase our impact and value.\u201d<\/p>\n

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    \u201cFlevyPro has been a brilliant resource for me, as an independent growth consultant, to access a vast knowledge bank of presentations to support my work with clients.\u00a0 In terms of RoI, the value I received from the very first presentation I downloaded paid for my subscription many times over!\u00a0 The quality of the decks available allows me to punch way above my weight \u2013 it\u2019s like having the resources of a Big 4 consultancy at your fingertips at a microscopic fraction of the overhead.\u201d<\/p>\n

    \u2013 Roderick Cameron, Founding Partner at SGFE Ltd<\/p><\/blockquote>\n","protected":false},"excerpt":{"rendered":"

    Business Transformation initiatives are typically undertaken to solve a pressing issue, bring about improved performance, or to serve customers better.\u00a0 A critical element of the success of such initiatives entails transforming the existing behaviors of the employees across the organization.\u00a0 However, this isn\u2019t a straightforward task. Attitudes and practices get reinforced in people by following… 6 Rs of Behavioral Change<\/span><\/a><\/p>\n","protected":false},"author":110,"featured_media":10151,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","footnotes":""},"categories":[85],"tags":[1707,1475,1535,635,106,2754,793,1148],"class_list":["post-10146","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-organization","tag-behavioral-transformation","tag-behaviors","tag-business-transformation","tag-change","tag-leadership","tag-neuroscience","tag-organizational-culture","tag-psychology"],"_links":{"self":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/10146","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/users\/110"}],"replies":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/comments?post=10146"}],"version-history":[{"count":8,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/10146\/revisions"}],"predecessor-version":[{"id":10156,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/10146\/revisions\/10156"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/media\/10151"}],"wp:attachment":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/media?parent=10146"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/categories?post=10146"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/tags?post=10146"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}