Behavioral Change in the Workplace: What It Means and How to Best Address It

Behavioral change is a change management approach based on the development of human behavior, with the aim of bringing about positive change in people and organizations.

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This approach draws on key theories from behavioral science to influence people’s physical and digital environments, persuasively suggesting behaviors while always preserving their freedom of choice and action.

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In fact, by working directly on human habits and behaviors, the impact generated by change plans and processes using this approach is much stronger and, above all, enables sustainable change over time.

Behavioral Change in the Workplace: Why It's Useful

The New Ways of Working represent a new normal in terms of how and when work is done; this reality requires companies, organizations, and the people within them to embrace continuous change. Consequently, management has often decided to invest money, time, and resources in implementing programs designed to guide the adoption of new tools, new practices, and new business directions that can address and adapt to the new daily challenges.

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However, these processes have not always led to the achievement of the set goals: for example, old habits—such as using the wrong tool—have resurfaced, sometimes creating a sense of confusion. How, then, can we make the change effective and sustainable?  

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According to a McKinsey study, the key to success is to focus specifically on the mindset, habits, and behaviors we want to change within our company.

“The key to successful change is to uncover the underlying mindsets that are driving undesirable behaviors, and then shift them in a way that boosts performance”

But what does all this actually mean? What does it mean to apply the principles of behavioral change to organizational change?

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The path to driving change begins, first and foremost,with active listening (to people); in fact, it is necessary to:

1.      Identify the critical behaviors, mindset, and habits for the change you wish to bring about in the organization;

2. Bring about change through simple, sustainable daily actions. For example, by using nudges: small changes with a big impact.

3.     Measure the results achieved to ensure that the change is sustainable over time. Aim for long-term impact to achieve the best possible results through data-driven decisions.

So, one of the key takeaways from this approach is understanding that the small actions people take every day are vital to driving change and achieving specific results for the company. Investing in an approach that prioritizes people and their habits, therefore, proves to be the winning strategy in today’s complex world.

Behavioral Change & Corporate Leadership

According to Microsoft’s latest Work Trend Index, 56% of Italian managers say that corporate leadership is not aligned with employees’ expectations. Viewing change through the lens of behavioral change therefore means focusing on people and their daily work, fostering new habits and mindsets.

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Especially in times of transition like those currently affecting the world of work—which is undergoing profound development and constant change—leaders have a great opportunity to devote the necessary time to better understand their people, their feelings, expectations, and hopes.

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Technology also offers support in this regard, serving as a means of dialogue with people rather than merely a tool. One example of this is the hi |Habit-Inspiring Platform, which —thanks to the theory of nudges and a neuroscientific approach—enables us to work alongside each individual on a daily basis to easily foster new habits and sustainable changes within the company.

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Driving change that takes all these aspects of a person into account—by collaboratively designing an effective path to building new habits—is the paradigm shift necessary for successful leadership.

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