Top Tips for Building Habits

by | Sep 25, 2018 | Articles, Featured, General, Resources

As learning professionals, we want to design interventions that lead to lasting change. Shifting behaviour involves a process that continues long after the programme finishes.

Our research has shown that mature learning organisations are more successful at integrating learning and work, but they don’t abandon formal learning. One of their strategies is to design learning campaigns and programmes that build and encourage new habits.

Through a decade of analysis, Towards Maturity has explored how learning innovation done well delivers real impact that matters to organisations. We consistently find that highly successful organisations embrace learning as a means to deliver profit, growth, transformation and productivity. High performing learning organisations know how to build new capabilities quickly and ‘un-build’ old behaviours that are no longer relevant.

The ability to change behaviour through habit creation is crucial to becoming a top performing organisation, particularly as learners have the skills to efficiently learn and unlearn knowledge.  People professionals have a unique opportunity to go beyond the tangible, shaping not just the content that is being taught, but how the knowledge is integrated into the behaviour of the learners.

Habits are routine actions that embed new behaviours into the business. Although they appear to contradict the concept of an agile learning culture, the ability to rapidly create new habits and change behaviour on an ongoing basis means that an organisation is flexible enough to adapt to change. By creating a habit, or rather a reflexive action within learners, L&D professionals have the capability to improve the efficiency and effectiveness of learning as a whole within their organisation.

The 30-day challenge is a format used by fitness colleagues to help us improve our health, diet and bodies. The trick is to consistently make a small and intentional change every day for 30 days to instill new patterns of behaviour. It not only works for our physical health but also can play a major role in shifting our attitudes to the way that we learn.

Our friends at Citibank have been incredibly successful in applying the 30-day challenge in changing the way that colleagues think about how they learn and interact. They are literally changing the culture of learning by establishing and reinforcing new habits one tiny step at a time.

Intrigued by the success of the 30-day challenge, we went back to our data from over 7,500 L&D leaders to understand what high performing teams are doing to build better habits that last long after the course has finished.

We have uncovered two key fundamental attributes required to change behaviour and produce habits in the workplace: application and reflection.

From our In Focus report, “Driving Performance and Productivity”, we found that top performing organisations are:

  • 3X more likely to successfully apply learning (vs average)
  • 3X more likely to encourage reflection (vs average)

Whilst great learning interventions build the foundations for behaviour change, a focus on application ensures that new ideas and knowledge are put into practice. It would be impossible to create a habit without application since a habit is constructed through a cycle of repetitive action and reflection.

So, how can one successfully achieve application? To most organisations this is a challenge in itself. In fact, last year we found that only 18% of L&D leaders looking to improve application of learning were successful.

Stopping and thinking has become more popular through the growth in mindfulness activities, however although stopping and reflecting has been proven to be critical to learning, only 14% of organisations are successful in actively encouraging it.

The cycle of application and reflection are essential to building habits, so we decided to look into our data to understand what contributes to success in these areas. We have summarised our findings in our new In Focus paper, “How to Build and Change Habits in the Workplace” with one of our ambassadors, Cognician, who are passionate about helping organisations establish new habits!

Here are some of the top tips that we have found:

By making a few small changes to your L&D strategy, people professionals have the ability to shape behaviour within their organisation. This change will deliver real impact in your organisation by aiding in: successful transformation, organisational growth, increased productivity and profitability.

Creating habits is not necessarily the solution to all your L&D problems, but it certainly helps create an engaged workforce that can easily adapt to change.

For more information on how to make these tips a reality, and inspiration from West Midlands Police, why not download our report here – http://towardsmaturity.org/build-and-change-habits

Our Learning Innovation Group will also be discussing the power of creating habits at their webinar on Wednesday 3 October 2018, exclusively opened up to the first 30 non-members to register.  Find out more about how to join here.

Compare your L&D strategy with the Towards Maturity Health Check

Compare your L&D strategy

Review your L&D strategy to discover your strengths and opportunities for improvement with the Towards Maturity Health Check.

Featured content

Measuring the benefits of your communication and learning & development strategy

Measuring the benefits of your communication and learning & development strategy

Measuring the benefits of L&D and comms initiatives remains a challenge. Just one in eight learning and development professionals1 believe their organization measures the return on investment of learning programmes. Success can be measured either through quantitative measurement or qualitative change, but whatever approach is chosen, effective measurement is vital to ensure L&D and comms strategies are delivering on objectives and attract future investment.

Boost workforce development through microlearning

Boost workforce development through microlearning

Micro-learning delivers learning nuggets in easily digestible, bite-sized chunks. Learners can access micro-learning as they need it, on the job. Industry expert Josh Bersin describes micro-learning as an ‘amazing innovation’, explaining that microlearning platforms now let you manage the proliferation of video, assessment, and other small content objects with tools for curation, tracking, recommendations, and AI-based prescriptive learning”.

New research finds 54% of learning is still being conducted solely in the classroom – but change is needed for formal learning to remain effective

New research finds 54% of learning is still being conducted solely in the classroom – but change is needed for formal learning to remain effective

Towards Maturity delve deeper into the dichotomy L&D are facing between formal learning and the desire for increased accessibility and availability. Supported by ambassadors, Raytheon Professional Services, this brand new In Focus report uncovers new insight into the most effective ways to improve formal learning by exploring what successful organisations are doing differently.

Featured

The Coaching Culture Story Revealed by Learner Intelligence

The Coaching Culture Story Revealed by Learner Intelligence

Qantas Airway, the flag carrier airline of Australia, is on a learning transformation journey.  Michelle Ockers, who recently partnered with Towards Maturity as an expert learning analyst, worked with Qantas as an independent strategic advisor in 2017.  She engaged Towards Maturity to help Qantas identify how they could create a modern and engaging learner experience.

Measuring the benefits of your communication and learning & development strategy

Measuring the benefits of your communication and learning & development strategy

Measuring the benefits of L&D and comms initiatives remains a challenge. Just one in eight learning and development professionals1 believe their organization measures the return on investment of learning programmes. Success can be measured either through quantitative measurement or qualitative change, but whatever approach is chosen, effective measurement is vital to ensure L&D and comms strategies are delivering on objectives and attract future investment.

Boost workforce development through microlearning

Boost workforce development through microlearning

Micro-learning delivers learning nuggets in easily digestible, bite-sized chunks. Learners can access micro-learning as they need it, on the job. Industry expert Josh Bersin describes micro-learning as an ‘amazing innovation’, explaining that microlearning platforms now let you manage the proliferation of video, assessment, and other small content objects with tools for curation, tracking, recommendations, and AI-based prescriptive learning”.

Our Ambassadors

Our Supporters also influence Towards Maturity's Health Check and research, providing insights on future trends and practices that should be investigated.

Pin It on Pinterest