TWO-PRONGED PROGRAMMING FOR REAL (AND RETAINED!) BEHAVIOUR CHANGE
At Box of Crayons, our programming straddles two lanes of client need:
- Individual change theory: what makes humans successful at altering their behaviour
- Organizational change: what makes an organization successful at transforming cultures
There’s enough research (and frankly, personal experience!) to make it glaringly obvious that simply setting a goal does not create sustainable change. And it takes a lot more than knowing what behaviour you want to change to make it happen.
That’s where we come in.
At Box of Crayons, we design our programs to address both mindset change and capabilities application, so they work alongside each other to shift beliefs and activate sustainability. Our programs are designed with a commitment to supporting the individual behaviour change that drives broader organizational transformation. Research by Shlomo Ben-Hur and Nik Kinley supports our theory that psychological and environmental contexts are critical to this endeavour. Their MAPS model outlines four criteria that — when employed together — open the door for change to take place:
- Motivation: So, do people actually WANT to change? Three critical motivation considerations are 1. Autonomy (do they feel like they have a choice to change or not?), 2. Mastery (feeling competent in their abilities) and 3. Connection (the change needs to be meaningfully connected to other people or a sense of purpose).
- Ability: Do they have the skills and knowledge to do something different or new?
- Psychological Capital: Significantly impacts whether or not someone can sustain change. This includes self-belief, optimism, willpower and resilience (a positive outcome of curiosity-led cultures!).
- Supporting Environment: What is happening in the environment that can support and reinforce the change? Are people staying curious and role-modeling learnings?
In their discussion on the realities of changing employee behaviour, Ben-Hur and Kinley reinforce that knowing how to implement change is as important as knowing what to change.
For organizational partners already committed to providing a supportive space for cultural transformation, we help motivate and teach the skills needed so teams can harness the power of curiosity, innovate and succeed. To learn more about our approach in action and how we are able to scale across companies and teams, access our most recent case studies.
When developing programming, we also refer to habit change thought leaders B.F. Skinner and Judson Brewer. Our New Habit Formula combines Skinner’s understanding of behaviour as a loop fuelled by rewards, as well as Brewer’s message that we should stay curious longer while practicing a new habit — especially when it gets hard!
Instead of asking ourselves “WHY did I do that?” we should really be trying to understand “Why DID I do that?” Writing down a new habit doesn’t change behaviour. Practicing it will help. But giving up when we fail won’t. These influential aspects of theory further equip participants to be successful with our practical frameworks so they can build and reinforce new habits.
At Box of Crayons, we provide our clients with practical frameworks that drive behaviour so that being curiosity-led becomes an organizational capability that creates connected and engaged company cultures. We understand and empathize with our clients’ challenges, and we are an authority on how to address them.
Through our programming frameworks, we:
- Teach simple and effective practices that encourage curiosity.
- Outline the best questions to ask so real challenges become clear.
- Spark action resulting in genuine connection and change.
FIVE WAYS WE ARE DIFFERENT
Our approach is unique because:
- We disrupt expectations of beige, corporate training.
- For us, experience is an equal part of the process: learning is authenticated by experience and practice, not by theoretical constructs.
- Our content is practical and easy to apply.
- We make sure complex material is delivered accessibly.
- Our programs drive change in a way that serves different kinds of culture change initiatives.
If your organization is considering integrating curiosity-led learning programming, access our one-pagers for best-practice ideas for internal stakeholder buy-in and participant evaluations. Or get in touch with us today at firstname.lastname@example.org.