The steps towards change

• Purpose- the first thing to do is to explain, in detail, why the change is important. We’re back to understanding the big picture, creating a higher level of willingness to try.
• Benefits- make sure the individual knows what they will experience in the way of benefits if they successfully move forwards towards the required change (this is also known as motivation!).
• Pain- some people respond to things they will move away from as well as benefits. This means you need to make it clear what the penalties of failing to make the necessary changes would be.
• Reinforcement of the benefits- if you have to talk about the negative side of the change process, make sure you revisit the positive side before moving on.
• Involvement- ask the person who will need to make the changes what they think they will be able to do, get them to set a time-scale and help them to agree the steps they will take towards making it work.
• Support- catch them doing it right and tell them that you have noticed and appreciated their efforts. This is much more effective than waiting until they get it wrong.
• Problem solving- if they do suffer a lapse, discuss it, find out where the problem occurred and offer support in helping them to get back on track.
• Praise- give praise for their success. We all respond to praise – it makes us want to do more of whatever led to our being praised.

Help your staff to control their Horses, give them all the support you can and you will see some surprising successes.