Comments on: Changing Behavior After Training

By: Drew Hawkins

Drew Hawkins — Tue, 25 May 2010 20:21:40 +0000

I would say that contracting with the boss and rewarding are the two big players in the advice above. The importance of laying out a game-plan in the initial stages of implementing the new ideas is crucial. Otherwise nothing will get done. Also, rewarding people will help improve those behavior modifications. The trick is to align those rewards with the goals of the new plans.

By: Joe Hastings

Joe Hastings — Wed, 19 May 2010 19:45:25 +0000

I have also found a great resource from listening to the Audio CD’s (provided with the class) while driving.

I tend to listen to the CD’s where Kerry speaks the most.

By: Cheryl

Cheryl — Wed, 19 May 2010 18:43:43 +0000

After we completed the class, I used a combination of Kerry’s “Advanced Learning” and “Mainenance Crews” techniques. Immediately after the class I organized a book study and invited those who had recently completed the class as well as those who had completed it in prior years as a refresher.

Since then, I have a weekly “coffee break” with a classmate where we ask each other about crucial conversations we had, upcoming conversations, and most importantly, crucial conversations we should have had. Reviewing our week and asking ourselves if we “missed” identifying a crucial conversation has proven to be the most valuable.

By: Richard Rasmussen

Richard Rasmussen — Wed, 19 May 2010 16:30:02 +0000

This column answered the concern very well, including the introductory analysis of how people wind up with the concern. If these teachings aren’t a standard part of training, I think they should be!

By: Keith Miles

Keith Miles — Wed, 19 May 2010 15:09:26 +0000

Kerry makes some excellent points. Here’s a complementary angle on Stumped’s typical situation. Training is often seen by management as something that can be ‘bolted on’ – it is rarely impactful in this mode. Kerry’s suggestions (about linking the behavior to corporate values and performance assessments) indicate that powerful tools like Crucial Conversations training should be part of an integrated strategy to move the organization forward. The training should be shown as linking not only to the values but also to the operating strategy for the next year or two – how it will help us all now. The accountability must be broad enough and personal enough to affect a large group of individuals – otherwise the naysayers hold back and sabotage the effort (something the Vital Smarts folk talk about). But the real reason for making the desired behavior (e.g. Crucial Conversations-style communication) a formal part of the accountability framework is the new reality of the workplace. Post-lean organizations have little or no extra staff and those that remain are doing multiple roles often under the pressure of numerical targets. This has pushed nice-to-have behaviors out of the way and left only those behaviors for which individuals are directly accountable for or those with a visible connection to accountable outcomes. Executives we work with say that even though our suggestions make sense, only those they are accountable for get their attention and get done. Organizations need to frame the training-related behaviors in light of this year’s objectives and make people personally accountable to get individuals’ attention. Before management could hold people accountable for some things and ask for other behaviors as well. Increasingly everything important needs to be in the formal accountability set to get traction.

By: Bill

Bill — Wed, 19 May 2010 12:36:52 +0000

I am not an expert, having only read the book, but I would say as with everything the change starts with you. You can’t wait for others to change, rather try be the change you want to see. Often now while in discussion I try remind myself to think about whats going on around me and how others are behaving so that I may modulate my behaviour.

This does not mean I get it right everytime, but at least I can see change in my behavour, and for the first time I am listen with my eyes and ears! My journey has begun.

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Wed, 19 May 2010 00:28:25 +0000

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