Positive Change in the Workplace

Welcome!

How lovely of you to join me. I’d like to share with you some facts, research, and personal insights.

Change Management. 

This concept is central in both business and politics but we require practical understanding of it in order to make positive change happen.

The brain is an incredible tool, it combines conscious decision-making with a subconscious sense of identity, which is shaped and developed over a lifetime. Change isn’t just about deciding to act differently; it involves addressing the invisible layers of your learnt behaviour as it is this what drives our behaviour.  For example; to form a new habit in the workplace successfully, we first need to prove that the people involved believe that they can do this.  It is only through proving, monitoring and acknowledging the gradual ‘facts’, that our subconscious adapts and accepts the new method.  We then start seeing ourselves as the kind of person who can maintain the change - This is a basic method to shift both our neurological and social networks.

Managing Positive Change

Personally, before implementing system infrastructure I begin with people, getting to know them including their priorities, goals and obstacles.  Too often, we underestimate the richness of those around us: their minds, capabilities, coping strategies, loyalty, and interests. Understanding their home and work life is also key, because change is most effective when it’s a steady, positive process. I usually begin with points 4 and 5 below, and I’ve found the other areas tend to follow naturally.

1. Identity – How people see themselves. This can sometimes conflict with the change you want to see. Examples: “I’m not academic,” “I can’t do computers,” “I’m lazy,” “I always fail.” Understanding this helps you understand the psychosocial process that is required.

2. Values – If someone doesn’t see the worth in doing something, it won’t happen. For change to stick, the new habit must align with what they personally value.

3. Capability – People need proof that they can do the new behaviour. Repeated success builds belief. The more training, guidance, and experience they have, the stronger their confidence grows in their job tasks.

4. Behaviour – This is the action itself. Changing behaviour requires attention to both conscious choices and subconscious patterns.

5. Environment – Surroundings matter. Being around like-minded people reinforces habits, while unsupportive environments can hinder change.

   
   

Starting the Process

Ask yourself (and them): “What is most important in [this area—business, health, relationships]?” Understanding what matters to someone allows you to show how change can positively impact their life. It’s ultimately their choice to change, but you can support them by connecting their personal beliefs with positive outcomes, providing training, guidance, and encouragement.

Investing in people builds loyalty, trust, and responsibility. When done thoughtfully, change management can:

• Strengthen values: By demonstrating that change is beneficial to their job role, environment and others, their sense of worth increases as you prove they can achieve it, therefore they are more likely to commit.  This is a cycle of growth and improvement with its people at the core.

• Reinforce beliefs: Positive change gives their vision direction and focus. Their ‘sense of purpose’ if fulfilled.

• Enhance their environment: Through positive actions and positive engagement in others, workplace culture and environment improves. This increases if top down management is ‘seen’ in supporting and encouraging workplace actions and engagement. 

  
  

Over time, their identity and capability in their new role or habit are proven. As an employer, you do not ‘own’ people who work for you. Instead, there is the opportunity to develop and nurture their natural talents. A good employer is sort after.

NOTE: Change must improve their life in some way, whether it’s job satisfaction, health, mental wellbeing, status, finances, or self-worth. If it only benefits your business or mindset, it won’t work.

Health and Safety + Positive Cultures

At Compliance Health and Safety, we integrate health and safety into all aspects of business, including training. Positive cultures lead to skilled, high-quality work, tight teamwork, innovation, and growth. Simply put: a positive workplace culture benefits everyone. 

Until next time… stay fabulous!

Gill x