Last time we looked at the Talking step of MindSet change, leaving us with the Doing step.

Previously we pointed out that what a Rozer is and that slipping it into Snide is not the point.  We also said, “If the people don’t even know what a Rozer is and / or have never heard of slipping anything into Snide, the Talking step is essential.”  So, if you short the Thinking and Talking steps of MindSet change, chances are you’ll ruin a lot of Rozers!

With that said, the Thinking and Talking steps of MindSet change need to be underway before effective Doing can happen.  Although started in the Thinking and Talking phases the Doing phase directly addresses:

  • Formalizing goals relative to the training.
  • Defining roles and responsibilities relative to the changes in behavior and committing to them.
  • Implementing the training.
  • Fine tuning the measurement system.
  • Identifying problems relative to the changed behaviors and solving them.
  • Finding opportunities to maximize the positive impact of the changed behaviors and capturing them.
  • Developing ways to make the changed behaviors the “normal” way of operating.

Just as in Thinking and Talking, the Doing phase of MindSet change is driven by the nature and complexity of the desired behavior changes.

Observations

People are more likely to support something if they are involved in it.  The Thinking, Talking, Doing process of MindSet change is a process of involvement.  Paying attention to MindSet and involvement helps minimize people’s resistance to doing things differently.

Final Thoughts About MindSet

For people to support a change in their behavior they do not need to like it.  They need to understand it and accept it.  Commitment to a new set of behaviors comes from understanding and accepting them.

For our client that changed its approach to manufacturing from Piece Work to Production Cells, some parts of this change were disliked by virtually everyone.  But, virtually everyone could and did support the over-all change because they understood and accepted it.  Had this client not paid attention to MindSet change, they could never had pulled off this change!

Test of the day revisited:  Why is training people who already know how, why and when to do the job worse than doing nothing?  Because it makes you look like a fool.  Only a fool would train a person who already knows how, why and when to do the job!

 

 

 

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