San Francisco Bay Area Executive Coaching

Identify Transforming Habits

Identify Transforming Habits

1. Clarify your aspiration (or desired outcome).
2. Explore specific behavior options without censoring yourself. Consider those you might do once, those that would become a habit, and even habits you would stop.
3. Match with specific behaviors. Identify your “golden behaviors:” those that are effective (impact), desirable (motivation), and doable (ability).
4. Start tiny.
5. Find a good prompt (anchor).
6. Celebrate successes: emotions create habits. Positive emotions trigger that feel good reward of dopamine, so celebrate immediately: give yourself a pat on the back, a high-five in the mirror, bust a dance move, congratulate yourself, whatever works for you.
7. Troubleshoot, iterate, and expand.

Many leaders and managers use this methodology (intuitively or intentionally) to innovate and manage change within their organization. They understand that by beginning with the smallest, simplest tasks they can build confidence and momentum. When they demonstrate how to turn small behaviors in to powerful habits, they can achieve the results they are looking for.

Dr. Maynard Brusman
Consulting Psychologist & Executive Coach

Trusted Leadership Advisor

Emotional intelligence and Mindful Leadership Consultant

San Francisco Bay Area and Beyond!

www.workingresources.com

[email protected]

415-546-1252

I coach emotionally intelligent and mindful leaders to cultivate trust and full engagement in a purpose-driven culture who produce results.

The Habits that Transform Your Leadership As a leader, which of your habits yield the gre

The Habits that Transform Your Leadership

As a leader, which of your habits yield the greatest productivity and efficiency for you and your organization?

Consider how 80% of our results stems from only 20% of our efforts. Imagine how much more we could accomplish if we created positive habits that devoted more time and energy to those crucial 20 percent of our activities!

Knowing this, it makes sense to identify the 20 percent of your efforts that bring you 80 percent of your results. If you need help with this, consider working with a qualified executive coach. Then, identify three important behaviors you can turn into habits.

Dr. Maynard Brusman
Consulting Psychologist & Executive Coach

Trusted Leadership Advisor

Emotional intelligence and Mindful Leadership Consultant

San Francisco Bay Area and Beyond!

www.workingresources.com

[email protected]

415-546-1252

I coach emotionally intelligent and mindful leaders to cultivate trust and full engagement in a purpose-driven culture who produce results.

A Simple Model to Create New Habits

A Simple Model to Create New Habits

To create a new habit, work through the model, or formula:

Motivation+Ability+Prompt=Behavior

1. Is there a prompt for the desired behavior?
2. Is there ability to complete the desired behavior?
3. Is there motivation to complete the desired behavior?

As any great leader or manager can attest, all of these questions need to be answered as it relates to the individual completing the behavior.

The process of habits includes neurological cravings for the pleasure-inducing neurotransmitter dopamine, which motivate us to take action. However, motivation alone is not enough to help us change our behavior and create a habit.

Dr. Maynard Brusman
Consulting Psychologist & Executive Coach

Trusted Leadership Advisor

Emotional intelligence and Mindful Leadership Consultant

San Francisco Bay Area and Beyond!

www.workingresources.com

[email protected]

415-546-1252

I coach emotionally intelligent and mindful leaders to cultivate trust and full engagement in a purpose-driven culture who produce results.

When Distractions Become Habits

When Distractions Become Habits

To be sure, some behaviors make for good habits. This includes the behaviors you stopped doing, especially when distractions become habits. In today’s business world, this can make a big difference in your success.

In his recent book, Tiny Habits: The Small Changes that Change Everything (Houghton Mifflin Harcourt 2020) behavior scientist BJ Fogg, PhD, demonstrates how behavior happens when motivation, ability, and prompt converge at the same moment. Fogg illustrates this in the Fogg Behavior Model, whereby motivation is your desire to do the behavior. Ability is your capacity to do the behavior. Prompt is your cue to do the behavior.

You see, the more motivated you are to do a behavior, the more likely you are to do the behavior. When motivation is high, people not only take action when prompted, they can also do difficult things. We’ve seen this happen over and over again this year. People learning new habits to protect themselves, and others. Wearing a mask in public places. Frequently and thoroughly washing their hands.

But, when a task is more difficult to complete—when a new behavior is more challenging to do—the less likely we are to do it. Keeping space between yourself and another person is not always easy when they are not also motivated to do the same.

Motivation and ability work together. If you lack ability, you need greater motivation. Likewise, if you lack motivation, you need greater ability. They are continuous variables, triggered by a prompt. You see, no behavior happens without a prompt. This is great news when you want to disrupt, or change, a behavior. Removing a prompt is sometimes the best course to stop a bad habit.

In Health, Wealth and Happiness,

Maynard

Dr. Maynard Brusman
Consulting Psychologist & Executive Coach

Trusted Leadership Advisor

Emotional intelligence and Mindful Leadership Consultant

San Francisco Bay Area and Beyond!

www.workingresources.com

[email protected]

415-546-1252

I coach emotionally intelligent and mindful leaders to cultivate trust and full engagement in a purpose-driven culture who produce results.