The behaviours of both an employee and an employer are varied because of a complex integration of psychological, social, environmental and individual characteristics. As a result, it is important for us, when working with our clients, to understand the evidence-based variables that may lead to changing behaviour and how to identify these in practice.
The role of theory
The use of theory provides a framework that can identify variables, or constructs, that may impact or predict behavioural outcomes. Methodological flaws limit the interpretation of behaviour change data; however, literature does exist on behaviour and how to optimise change.
Our clients’ wellbeing is central to our work. Our approach is one that will allow you to make choices, build a shared agenda, challenge perceptions and beliefs, explore motivations/barriers and request conversation around education and raising awareness.
In practice, we utilise evidence-based behaviour change techniques to facilitate behaviour change within an organisation. Here is an example of our process:
Identify any behaviours that need to change
Find out what would need to change for the behaviour to change in terms of Capability, Opportunity and/or Motivation.
Analyse what intervention functions to apply i.e. training, education, modelling etc
Selection of specific behaviour change techniques
Draft intervention specification
Delivery of intervention
Feedback, evaluation and iteration
How does your organisation deal with behaviour change?