The hardest part of change isn’t recognizing what needs to be done—it’s committing to follow through. Regardless of your role in an organization, the process of learning and adopting new behaviors is the same for everyone. Whether you’re a CEO, a manager, or an employee on the front lines, we all learn behavior through the same pathway: repetition, feedback, and consistent practice.
Yet, all too often, the commitment to change begins with enthusiasm and fades as time goes on. People may nod in agreement when asked to change but fail to give the effort the respect it deserves. They assume small tweaks will be enough, but real change requires ongoing focus. The failure to follow through isn’t just about losing momentum—it’s about missing the opportunity to create lasting, meaningful growth, both personally and organizationally.
When leaders and teams embark on the journey of change—whether it’s enhancing communication, improving leadership skills, or realigning with company values—it’s essential to respect the process. Change doesn’t happen overnight, and without daily commitment, the best intentions will fall apart. The key to success lies in recognizing that behavior is learned the same way for everyone, and the entire organization must support the effort.
The Disconnect Between Hearing the Request and Making the Change
Often, there’s a gap between hearing the request for change and actually making it happen. This gap exists because people tend to underestimate the discipline required for lasting change. While it’s easy to recognize the need for improvement, the day-to-day effort to consistently practice new behaviors is where the challenge lies. Without respecting this process, individuals and teams risk frustration, misalignment, and ultimately, failure.
Change requires action, and action requires repetition. But here’s the key: it’s not just about individual commitment. For real, sustained progress, the entire team must rally around the effort. When people support one another in practicing new behaviors, it strengthens the commitment to change across the organization.
Tips for Supporting Team Efforts in Practicing Behavioral Change
- Create a Culture of Feedback and Encouragement
To make change stick, teams need to openly support one another through feedback and encouragement. Regularly checking in on each other’s progress can make a world of difference. Create an environment where constructive feedback is welcomed and celebrated. When a team member demonstrates a new behavior, such as active listening or mission-driven decision-making, acknowledge their effort. Positive reinforcement keeps the momentum going. - Schedule Time for Practice and Reflection
Building new habits requires consistent practice. Leaders should set aside time in team meetings or one-on-one sessions to intentionally practice new behaviors. For instance, if improving communication is a goal, dedicate time in meetings to discuss how team members are applying new techniques. Follow this with a reflection on what’s working and what’s not, allowing everyone to adjust and grow together. - Use Group Accountability to Keep Everyone on Track
Holding each other accountable is a powerful tool for supporting change. Set up team accountability systems where peers can check in with one another about their goals and progress. Whether it’s through daily huddles or weekly check-ins, having someone else tracking your progress increases commitment. It’s not about pressure—it’s about shared responsibility for growth. - Celebrate Progress Together
Recognize and celebrate small wins as a team. It could be as simple as acknowledging when someone effectively communicates a difficult message or successfully leads with the company’s values. Celebrating progress not only boosts morale but reinforces that the entire team is committed to change. These celebrations help to embed the new behaviors into the fabric of the team’s culture. - Lead by Example
Leaders play a crucial role in setting the tone for change. When leaders consistently practice the behaviors they want to see in their teams, it creates a ripple effect throughout the organization. A leader who openly seeks feedback or ties decisions back to the company’s values sets a powerful example for the team. This kind of leadership encourages others to take daily actions that reinforce their own growth.
By integrating these tips, organizations can build a culture that not only supports behavioral change but sustains it over time. True transformation happens when everyone commits to daily practice, and when teams support each other in taking those essential reps. After all, it’s not just about individual progress—it’s about creating lasting, collective success.
