Small but significant Changes

As a result of their 360 feedback, people often decide that they need to change.

Fired with enthusiasm they produce a 'shopping list' of weaknesses that they are determined to improve. This rarely works.

There is evidence that one or two, small but significant changes are likely to be more effective, if carefully addressed and structured, than trying to grapple with a large range of changes.

What is more, by being very specific about the actions you will take to bring these changes about will make a big difference to the probability of a successful outcome.

What's In It For Me?

The elements you chose to change must answer the question "What's in it For Me?" If you are not clear about the benefit(s) you will achieve by adopting these changes, then you will be unlikely to follow through over the long term.

Be clear about the consequences of the shift - can you answer the question 'What's in it for me?' clearly - if, for example, you spend time fighting your tendancy to micro-manage, what will your personal pay-off be if you give your subordinates more responsibility and authority and not just a series of tasks?

If you really cannot articulate a clear and positive and personal consequence - the change, if it occurs at all, is unlikely to be permanent.

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