Changing Employee Behavior - Your Learning Journey

Unit 1: The importance of context

  • Understand how context supports organizational and individual transformation.
  • Identify behaviors you wish to change, and focus on your leadership role in supporting the process.
  • Evaluate change research from psychology and other fields.
  • Share your experience with a personal coach and the group.

Unit 2: Intrinsic motivation

  • Explore key influences on intrinsic motivation: autonomy, mastery, and connection.
  • Learn to enhance intrinsic motivation in yourself and others by using practical tools in each of the three areas.
  • Work with your personalized coach and in peer discussion to analyze your own intrinsic motivation.

Unit 3: Extrinsic motivation

  • Discover how extrinsic motivation encourages behavior change in tandem with intrinsic motivation.
  • Evaluate the strengths and pitfalls of several motivational tools.
  • Identify whether you and your employees are “prevention” or “promotion” focused, and how this affects your choice of a motivator.

Unit 4: Ability & individual differences

  • Examine the second dimension of the “MAPS model”: ability.
  • Learn to gauge the importance of individual differences.
  • Drill down further into competencies involved in your desired behavior changes.
  • Think about and model potential obstacles to change. Identify key sources of individual difference.

Unit 5: Psychological capital - confidence & optimism

  • Develop strategies to support psychological capital and help sustain behavior change.
  • Dig deeper into self-confidence and optimism.
  • Discover how to enhance others’ confidence with guided mastery, modeling, and mental visualization.
  • Understand how cognitive distortions impact people’s optimism.

Unit 6: Psychological capital - will power & resilience

  • Learn how willpower and resilience foster behavior change.
  • Find out more about their limits and strengths, and tools to strengthen an individual’s willpower.
  • Reflect on how willpower has helped or hindered you in different situations.
  • Build your willpower and resilience for future challenges.

Unit 7: Building a supportive environment

  • Consider how to foster a supportive environment for performance and development.
  • Dissect habit structure and learn to use it to support the desired change.
  • Analyze four steps to forming good habits and three options to break bad ones.
  • Work through the steps to build better habits.

Unit 8: Becoming an architect of change

  • Become an architect of change for your organization.
  • Explore how the science of choice architecture (or “nudging”) can support behavior change in yourself and others.
  • Reconnect with your coach and co-create an action plan for implementing sustainable change in your workplace.
New ideas and frameworks on talent management

As anyone who has enthusiastically resolved to do more sport or stop smoking knows, it is hard to change one’s behavior in a sustained way. So, imagine how much more difficult it is to motivate others to embrace change.

What empirical research reveals about leading millennials

The topic of generational differences is one that never seems to go away. There has always been a certain amount of narrative and debate about what the differences are and how they influence organizational dynamics. 

What every leader need to know to improve employee performance

When it comes to changing people’s behavior, there is no shortage of things for managers to try. But how well do managers understand the mechanism of behavior change underpinning these different techniques?

It's a bold move from outgoing Pepsico CEO Indra Nooyi

PepsiCo announced it would acquire SodaStream for US$3.2 billion, a 10% premium on SodaStream’s stock price and a 100% increase since the beginning of 2018.

IMD business school rankings

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