I’m a big fan of the idea of modelling behavior. To me this means demonstrating what you are wanting to see in others – both attitudes and behaviours.
This is particularly important in parenting as young children are just like giant sponges – they soak up what they see around them and that includes how their parents and carers talk and behave amongst themselves as well as to them.
This is also really important in the workplace and especially when it comes to change or doing things differently or adopting new technology or learning new things.
If you are the one who is trying to encourage others to try something out then a good place to start is to model the behavior ie actually use the tools and techniques you are helping others to adopt.
The bottom line is that by doing and being (and enjoy doing/being) what you are asking others to do you are giving everyone a chance to see what that behaviour looks (and can look) like. People see and hear if you feel good about something.
Recently, I have had the pleasure to work with a couple of guys in the L&D space who have this behavior modelling at the heart of what they do.
This summer Mike Morrison and I set up a summer school which invited L&D professionals to come into live online environments in order that they could play with the tech to understand how it worked and how it could work for them. In so doing, Mike was modelling play, curiosity, practise, idea generation, fun and a can-do attitude.
Similarly, Mike Collins has been developing a session for next week’s Learning Live conference in which he will deliver his story of using live online learning technology. He will be sharing this to those in the room and to anyone who signs up for the concurrent live online version.
This is another great example of using the technology you are encouraging others to use as well as having a can-do attitude and desire to try new things out.
As technology changes the way we work , the way in which we model behaviours around using that technology becomes increasingly important.
PS I’ve been lucky to work with lots of people who model the behaviours they would like to see from their clients and colleagues – apologies I haven’t mentioned you all here!
I agree Martin, we can sometimes forget how much influence we have on others. I think this is particularly important for leaders who are developing the next generation of managers as they are mentors and coaches, whether deliberate or not.
Thanks for the comment, Claire. I wondered when I wrote this that I might have too simplistic a view on this. That said, I can see the impact my behaviours and ‘How I am’ on my children and I think it goes for adults too. I think of customer service situations, for example, when I can see that someone is really trying their best to help me out. Even if I don’t get the outcome I was after I will appreciate the way they conducted themselves. If other colleagues see that then it becomes powerful learning.
Martin and Claire, the first thing that jumped to mind was this: just how much damage are we doing to children, and other subordinates?! We all start off ‘perfect’ in life, like babies, and perfectly in new jobs, and end up dissatisfied because very few people lead by example. In the case of infants heading south from day one, well that can’t be helped – those little munchkins are perfect. Mine are anyway.
JD, you are right. I have young children too and modelling behaviour starts the minute they are born. If we focused more on what our children offer as individuals and help them identify their passion then they will be in a much better position to lead by example too. Unfortunately, lots of factors transpire against our children finding their passion.
One big secret of journalism change management…
How to make change happen amongst journalists? Be the change you want to see……
Yes to that Adam! A fantastic line – Be the change you want to see. Like that 🙂