Behaviour ChangeReadiness Assessment

Successful behaviour change isessential to transformation. Costs varydramatically depending upon how youapproach the change process.

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Behaviour change isessential totransformation, hereare the Top 5 Tips forSuccess.

Local authorities are increasingly putting employees

through assessments created against a behavioural

framework to allow them to see whether staff are a good

fit for the transformed organisation. It is a chance to get

rid of negative behaviours and ensure that employees

have the ‘will’ as well as the ‘skill’ to drive through change.

We spoke to several HR managers in local authorities

and chief executives who have carried out behaviour

assessments within their organisations and gathered

their top tips:

1. Lead from the top. It is vital your leadership team

understands the goal and purpose of the behavioural

framework and behavioural assessments. If the

leaders do not believe in the process, your staff will

spot this from a thousand paces and it will not lead to

long-term culture change.

2. Adequately prepare staff. Some staff won't have

had an interview or assessment in years. Do what you

can to help them understand the process and prepare

for it, such as offering workshops and practice

interviews. Use the assessment as a culmination of

behaviour change work. Encourage staff to feed their

thoughts into the process from the start - ask them

what behaviours the organisation needs now and in

the future to get them thinking and preparing.

3. Be prepared to stand firm. Once you have decided

you want to change the culture by introducing a set of

behaviours and assessing staff against this, you have

to be prepared to hold the line. You are likely to meet

resistance from somewhere, such as senior

managers, those with professional skills, from elected

members, trade unions and staff forums. The key is

holding the line and not giving in.

4. Help it stick. Anyone can do assessments, the tricky

bit is making it stick and affecting culture change.

Once you have set out your behavioural framework,

try not to fall into the trap of just having a lengthy

document behind this. Create a brand around the

behavioural framework by giving it an image to act as

a visual reminder and a brand name that can enter

the vocabulary of the organisation.

5. Bring in outside help. Most organisations will bring

in external help and this can be useful at any stage of

the process, from shaping your behavioural

framework and designing your assessments, through

to carrying out the assessments themselves. It can

help an organisation to be more objective throughout

the process.

To help you test or create a behaviouralframework, iESE is offering ReadinessAssessments aimed at helping you throughthe practical scenarios in your council. Wewill run an interactive workshop to ensureyour framework fits your futureorganisation. We will undertake an auditto ensure that your framework is properlyembedded in policies and procedures.

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