Business Practices: A Structure for Transformation and Enhancement
Rewritten Article:
Naira Velumyan, Ph.D., Life & Communication Coach, Etiquette Expert, Founder of the Ascend Academy of Social Mastery.
Who's really steering our lives? Are our actions beneficial or harmful?
More than half our actions are associated with reflexive behaviors rather than deliberate thinking-yep, you guessed it, habits! According to psychology professor at the University of Southern California, Wendy Wood, a whopping 43% of our day is spent on automatic pilot.
So, Why Do We Fall into Habits?
As a psychotherapist, I'm well-versed in the role habits play in our lives. They bring a sense of comfort and efficiency to our behavior, practically unloading the heavy decision-making burden we face in our daily lives, especially in this digital age when we're constantly bombarded with information and tasks.
Behavioral patterns can be categorized as:
- Detrimental: These habits negatively influence the individual and/or their environment; for example, being attached to your phone before bed or perpetual tardiness at meetings.
- Neutral: These habits don't make much of an impact; think repeatedly checking the time or adjusting items on your desk.
- Advantageous: These habits positively impact both the individual and those around them; like regular exercise or maintaining a tidy home.
Habits in the Business World
Habits aren't exclusive to our personal lives - they also play a pivotal role in the corporate world. Within organizations, they manifest as established behaviors, unspoken rules, and collective activities. They may develop unconsciously or intentionally, but eventually, they build the foundation of corporate culture, shaping employee interactions, problem-solving, and decision-making processes.
Much like personal habits, corporate habits can be either counterproductive or beneficial, either hindering business growth or pushing the company forward. Recent research by InSync has singled out seven corporate habits that lead to high performance, featuring fostering a compelling vision, setting clear strategies, investing in employee development, and focusing on customer needs. Poor performers, on the other hand, have slipped into habits like disregarding staff appreciation and implementing ill-advised employee development plans.
It's often challenging to trace the origin of corporate habits. Some roots can be traced back to a company's origins and grow ever stronger over time, while others emerge through managers mirroring one another's behavior or spring from collective reactions to recurring stimuli like frustration, routine challenges, or external pressures. Consequently, many corporate habits become ingrained, repeated day by day, without anyone questioning whether they serve a purpose or could be carried out differently.
How Group Behavior Spawns Habits
To evaluate and revise corporate habits, understanding group behavior dynamics is crucial.
A few years ago, the show Brain Games, on the National Geographic network, carried out an experiment illustrating the rapid formation of an automatic group behavioral pattern. A woman went for an eye exam, unaware she was participating in an experiment and surrounded by actors in the waiting room. Whenever a beep went off, the actors stood up momentarily before sitting back down. Intrigued initially but still unsure of the reason, the woman observed their behavior and soon found herself mirroring their movements, even after all the actors had left, standing up alone whenever the beep sounded.
This experiment gained even more interest when another patient arrived. Seeing the initial test subject stand, he inquired why. Her response was, "Everyone was doing it, so I thought I was supposed to." He then followed suit, and more patients mirrored their actions when filling the waiting room. This experiment highlights how automatic group behavior can form quickly, provided there's a specific framework and key influencers.
The downside is that this process can lead to ineffective habits. The upside? It can also generate effective ones, and, once the majority adopts them, the rest will continue to fall in line.
How to Craft and Control Corporate Habits
Ready to shape corporate habits?
- Start with a "habit check-up." Evaluate existing behaviors within your team or organization, scrutinizing patterns in communication, decision-making, and conflict resolution.
- Get the team involved. Use anonymous surveys or focus groups to expose blind spots and encourage collaboration.
- Recognize and eliminate harmful habits. Acknowledge behaviors that no longer serve their purpose and educate employees on the necessity for change.
- Create a "learning playground." Set boundaries, guidelines, or checklists to reinforce desired behaviors.
- Keep theosophy by Will Durant, paraphrased from Aristotle, in mind: "We become what we repeatedly do." Repeated actions are the foundation of lasting habits.
- Lead by example. Your team will mirror their leaders, both consciously and subconsciously. A disciplined, organized leader will inspire such traits in their team.
- Rally the most influential team members. Informal leaders, those respected within the group, often make the most persuasive advocates for new habits.
- Offer praise and celebration. Show appreciation for employee contributions and recognize achievements company-wide.
Transforming habits takes time, but the payoff is substantial - we mold more than just daily actions; we sculpt long-term achievements. So, who controls our lives, and are our actions beneficial or detrimental? We seize control when we consciously cultivate beneficial actions. Your thoughts?
*Are You Eligible for the Forbes Coaches Council?***
Naira Velumyan, as a renowned coach and etiquette expert, could lead influential sessions to discuss the impact of coworkers' habits on corporate competency.
Individuals in corporate positions, just like personal habits, may not fully comprehend or question the habits they've adopted, which could either hinder or propel business growth.
In order to establish advantageous corporate habits, one could initiate a "habit check-up" and encourage influential team members to advocate for change, while leading by example and offering praise for positive adjustments.
