Facilitating ChangeReadiness

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Facilitating Change-Readiness
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Three Phases of Facilitating Behavior Change

• Behavioralize the Change
• Identify Readiness
• Support Change-Talk

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Change-Ready Levels

Confident, Effortless Performance
5. Habit
Intention
4.Visible Action
3. Planning Prep
2. Contemplate Change
Action
1. Zero Intent
No Sign of Behavior
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Change-Talk

• Change-Talk Employee statements that represent
  positive reasons for supporting the behavior
  change
• The more the Change-Talk, the more the employee
  seriously thinks about changing
• Increases readiness
• But as managers, we often sabotage Change-Talk

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III. Support Change-Talk

• Conduct a pro/con analysis
• Explore importance and confidence
• Use the level-appropriate change-ready strategy
• All the time reinforcing Change-Talk

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A. Conduct a Pro/Con Analysis

• Staying the Same Changing

Advantages
Advantages
Disadvantages
Disadvantages
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B. Explore Importance and Confidence

• Ask, How important do you think making this
  change is, on a scale from 1-10?
• Respond by asking, Why is it not lower?
• Ask, How confident are you in your ability to
  make this change, on a scale from 1-10?
• Respond by asking, Why is it not higher? and
  then build confidence

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Change-Ready Levels and Strategies

Reinforce Change-Talk
Rewards Restructure Helpers
Commitment
Emotions Self-Image
Knowledge Options
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Change-Ready Strategies

• Obtain knowledge and feedback
• Look for alternatives and options
• Use your emotions
• Compare to self-image
• Make a commitment
• Administer rewards
• Restructure your environment
• Enlist helpers