By Admin 
Leadership is not just about giving instructions or making crucial decisions. Each and every action, each and every conversation and each and every response influences the feelings of people about their work and their leader. Knowledge and experience is good, but it’s not enough to create strong teams. The first step to lasting leadership is behaviour.
There are lots of leadership programs that teach new skills. While skills are important, leaders’ thinking and actions need to change as well for lasting impact. This is the reason that many organisations now have a 7-step leadership behaviour change process to help their leaders change their behaviour as leaders. It offers a hands-on approach to changing ineffective patterns into more effective communication, trust and team building behaviours.
What is a behaviour change in leadership?
Behaviour change involves creating behaviours to become a better leader. It is not about acting a different person or trying to be somebody else. Rather, it concentrates on developing practices that bring about positive outcomes for leaders and their team.
A leader who tends to talk over others, for instance, can become more attuned to listening closely before replying. A manager who doesn’t engage in challenging conversations has the space to practice honest and respectful feedback. These may appear as minor changes, but can make a difference in the long term for workplace relationships.
The 7-step leadership behaviour change process supports leaders to make these improvements in an organized and systematic manner.
The 7-Step Leadership Behaviour Change Process
Leadership development is a long-term process that does not occur in a matter of seconds. It takes some practice and self-awareness. There is a simple 7 step process to make behaviour changes easier.
1. Build Self-Awareness
All enhancements start with self-awareness. Recognise their strengths, weaknesses, communication and emotional triggers.
Knowing how one’s actions impact others is related to self-awareness.
2. Recognise, identify behaviours that need improving
Not all leadership practices are conducive to success. Certain activities work against trust and/or lower team morale.
Focus on one or two behaviours to change rather than on everything.
3. Establish Behaviour Goals
Doing the right thing isn’t enough. Leaders must have defined objectives to help them make decisions on a day-to-day basis.
For example:
Don’t interrupt when others are talking during meetings.
Provide positive reinforcement on a weekly basis.
4. Do New Behaviours Everyday
Repetition is the only way to change behaviour. Each meeting, discussion and decision is a chance to engage in improved leadership.
Making small changes over time can have the biggest impact.
5. Get honest feedback
Leaders are not always aware of their blind spots.
The comments of fellow colleagues, staff, mentors or coaches will give you valuable insight into what is going well and what you need to do better.
Constructive comments should be seen as growth points instead of criticism.
Allocate time to reflect and make adjustments.
6. Learning is a lifelong process
Reflect on challenging circumstances. Reflect on what went well, what could have been done differently and what can be learned for the next time.
Reflection is used to reinforce learning and to facilitate ongoing improvement.
7. Reinforce Positive Habits
Any new behaviour will only be used naturally once it is practised regularly.
The last step in the 7 step leadership behaviour change process is to ensure the positive behaviours are continued until they become a normal part of the leader’s behaviour.
Why Does Self-Awareness Matters?
One of the best attributes of good leaders is their self-awareness.
Emotional intelligence allows leaders to withstand pressure and make thoughtful decisions. Rather than getting frustrated and becoming impatient, they step back and think about the situation and respond professionally.
Self-aware leaders also welcome feedback with a welcoming attitude. They know that learning can continue at any stage and level of life or experience.
This attitude of growth fosters the employees’ attitude as well.
Trust is created through behaviour
Trust cannot be built without action or verbal commitments. Individuals have faith in leaders who follow through with their promises.
Staff see if leaders fulfil their promises, accept their own errors, are fair to people and communicate openly.
When there is consistency, there’s psychological safety. The team members feel more at ease to share ideas, ask questions, and discuss problems without fear of taking any blame.
Higher levels of trust means higher levels of collaboration.
Emotional Intelligence contributes to better leadership
There are a variety of personalities, opinions, and issues in every workplace.
Leaders who have emotional intelligence also know their own emotions and the emotions of others. When faced with challenging situations they are able to stay calm and consider carefully before responding.
Leaders are emotionally intelligent, demonstrating empathy, patience and respect. They are aware that individual employees are different in their ways of communicating and can need different kinds of support.
These behaviours develop relationships and enhance collaboration throughout the organisation.
Positive behavior = Positive communication.
There is no more obvious place where behaviour can make a difference than in the area of communication.
Active listening makes for more meaningful conversations. They do not jump to quick conclusions, but start asking meaningful questions and get in touch with employees’ ideas.
- Instead of criticism, constructive feedback. Respect replaces blame.
- Improved communication, less misunderstandings and better team working.
- Staffs are listened to, valued and respected.
- Leaders Influence Workplace Culture
- Staff closely monitors leadership every day.
Employees will reflect the traits of leaders if they behave with respect, honesty, accountability, and professionalism. Positive leadership develops an environment in which individuals develop a culture of supporting others rather than competing for recognition.
Staff are more inclined to contribute ideas, to be more inventive in problem-solving, and to be more likely to feel good about winning together. Consistent leadership behaviour is the basis for culture, not just policies and statements.
Common Barriers to Behaviour Change
It is not always easy to break what’s become routine.
There are many leaders who settle into a rut of routines, even when they aren’t effective. Some people do not want to receive feedback due to the fear of criticism or experiences that lead them to think that there is nothing to learn.
Stress can also trigger the re-emergence of old behaviours by leaders. The answer is not perfection. It is consistent. The 7-step leadership behaviour change process has a focus on making small changes on a daily basis. Those improvements over time turn into habits.
The long-term Benefits of Behaviour Change
Behavioral leadership is value creating for a lifetime for leaders and organisations. Staff are respected, appreciated and motivated. Communication improves, conflict at work is reduced, and trust grows.
Organisations tend to improve employee engagement, teamwork, productivity and staff retention. Leaders are also more flexible. They are equipped to deal with uncertainty, lead teams through change and create resilient workplace cultures.