2❤️ Why do they do that? Beliefs, attitudes, and behaviours

  This tip applies to any business leader who is struggling to motivate their team, improve performance, or achieve desired results. It is particularly useful for organisations that are facing challenges related to employee engagement, productivity, or cultural issues.

Personal Context:

This tip is inspired by a valuable lesson I learned from the renowned sales and motivation speaker, Gavin Ingham. During a leadership workshop, Gavin shared a powerful framework for understanding and influencing employee performance. His insights have significantly impacted my approach to coaching and mentoring leaders, and I believe they can be equally beneficial to you.

Problem or challenge:

Many business leaders often focus on outcomes and behaviours when trying to address performance issues. However, these surface-level approaches may be ineffective if they do not address the underlying beliefs and attitudes that drive those behaviours.

Complexities:

Identifying and addressing the root causes of performance issues can be challenging. Beliefs and attitudes are often deeply ingrained and can be influenced by a variety of factors, including personal experiences, cultural background, and organisational values.

Solution

A valuable model I learned from motivational speaker Gavin Ingham is that to effectively manage results, we should focus on underlying beliefs. Beliefs drive attitudes, which in turn influence behaviours. Behaviours ultimately determine results.

Instead of directly targeting results, we should delve into people's beliefs. By understanding what they believe about the business, products, services, customers, and themselves, we can better influence their attitudes. This, in turn, can lead to positive changes in behaviour and improved results.

Here are some actionable steps to implement this approach:

1. Ask open-ended questions: Engage in open-ended conversations with your team members to understand their perspectives and beliefs.

2. Active listening: Pay close attention to their responses and avoid interrupting or making assumptions.

3. Empathy: Show empathy and understanding for their viewpoints, even if you disagree.

4. Provide support: Offer support and guidance to help them overcome any challenges or negative beliefs.

5. Foster a positive culture: Create a positive and supportive work environment that encourages growth, development, and a sense of belonging.

Benefits:

By focusing on beliefs and attitudes, you can:

• Improve employee engagement: Increase employee satisfaction and motivation.

• Enhance Performance: Drive improved productivity and results.

• Strengthen team dynamics: Foster stronger relationships and collaboration.

• Build a positive culture: Create a more supportive and productive work environment.

Why it works:

This approach is effective because it addresses the root causes of performance issues rather than simply treating the symptoms. By understanding and addressing people's beliefs and attitudes, you can create a more sustainable and long-lasting impact on their performance.

Measurement:

To measure the effectiveness of this approach, track metrics such as:

• Employee satisfaction: Conduct surveys or one-on-one interviews to assess employee satisfaction and engagement.

• Performance indicators: Monitor key performance indicators (KPIs) to assess individual and team performance.

• Turnover rates: Track employee turnover rates to measure retention and satisfaction.

• Customer feedback: Gather feedback from customers to assess the impact of improved employee performance on customer satisfaction.

Conclusion:

By understanding the powerful connection between beliefs, attitudes, and behaviours, you can become a more effective leader and drive positive change within your organisation. Remember, the key to success lies in delving deeper and addressing the underlying factors that influence employee performance.