Strategic change with OBM: Success through behaviour
Implement strategic initiatives using OBM-based change management
Our change management approach is based on Organisational Behaviour Management (OBM) —a method that helps organisations successfully implement strategic initiatives through behavioural changes. OBM is based on principles from behavioural psychology and is used to systematically reinforce the behaviours that are directly linked to desired outcomes.
At Behaviour Design Group, we have extensive and solid experience in driving successful change processes. We have delivered measurable results in a range of areas, including improved customer satisfaction, increased sales, enhanced innovation, improved collaboration, and complete shifts in organisational culture.
+300%
Increased add-on sales
+900%
Return on Investment (ROI), within the first year
Create lasting change with OBM
With Organisational Behaviour Management (OBM), we identify and analyse the key behaviours required to achieve your strategic goals. Through practical training, follow-up, and feedback, we help you reinforce these behaviours effectively. Research shows that properly reinforcing desired behaviours increases the likelihood that they will last in the long run—which leads to improved results and sustainable change within the organisation.
Tailored solutions for your organisation
Every organisation is unique, which is why we tailor our efforts to your specific needs. Whether we’re working with a single department or the entire organisation, we use OBM as our foundation to ensure that the change is not only sustainable but also directly linked to your overall strategic goals.
Step 1: Study
Our work always begins by clearly defining the organisation’s overall goals and desired outcomes. We then identify the areas within the organisation that have the greatest impact on these outcomes. In this step, we define both the desired behaviours that need to be reinforced and the competing behaviours that need to be reduced in order to effectively achieve your goals.
Step 2: Analyse
In the next step, we conduct thorough behavioural analyses to understand why employees currently act the way they do. This gives us the insights to develop an effective and systematic approach to reinforcing the right behaviours. We also ensure that the organisation has the right conditions in place for new behaviours to take root and become lasting habits. Based on these analyses, we develop a concrete action plan for the change process.
Step 3: Forward
We begin the change process by encouraging and reinforcing the key behaviours defined in the action plan. At the same time, we work systematically to reduce competing behaviours that hinder the desired outcomes. Throughout the process, we conduct ongoing observations to monitor progress and ensure that the desired behaviours take root.
A key part of the change process is strengthening leadership within the organisation. We train leaders in behaviour-based leadership and essential skills such as giving feedback and active listening—crucial tools for successfully leading change efforts using the OBM method.
Step 4: Evaluate
In the final step, we evaluate the change intitiative. Through systematic behavioural observations, we collect objective data to measure how successfully we have managed to activate and reinforce the desired behaviours within the organisation.
The collected data shows the extent to which key behaviours have increased and how this, in turn, has affected key performance indicators. Examples of such results include increased sales, improved customer satisfaction, a higher level of innovation, or other improvements in critical business outcomes. The evaluation provides a clear and measurable picture of how these behavioural changes have contributed to the organisation’s success and long-term development.
6
Months of work
300%
Increased add-on sales
Read about how we brought about lasting change together with Tele2.
Frequently Asked Questions
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Can you support both a specific initiative and an organization-wide transformation?
Yes. The initiative can be tailored to everything from a specific challenge within a team or department to a larger-scale change affecting the entire organization. The approach, level of involvement, and follow-up are designed based on the scope of the change, the organization’s circumstances, and the results you want to achieve.
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What role should managers and the leadership team play in the change process?
The leadership team needs to establish a clear direction and take the lead in communication to demonstrate that the change is a priority. Managers play a key role in facilitating the change, as well as in encouraging and positively reinforcing the behaviors required of employees to achieve the goals.
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How do you deal with resistance to change?
We view resistance as important information about the obstacles or ambiguities that exist in the change process. Through dialogue and behavioral analysis, we investigate what makes the new behaviors difficult or less motivating to adopt. We then create clearer conditions, remove obstacles, and reinforce the behaviors that drive the change forward.
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How do you foster engagement and participation in a change process?
We involve managers and employees in assessing the current situation, identifying key behaviors, and designing the initiative. Employees’ knowledge of the business helps us create solutions that work in their day-to-day lives. When those affected are given the opportunity to influence the change, both engagement and a sense of ownership increase.
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How do you translate our strategic goals into specific actions?
We start by clarifying the results the organization wants to achieve and then identify the situations that have the greatest impact on those goals, as well as what needs to be done more or less (specific behaviors to increase or decrease) to achieve the desired results. For example: If the goal is to provide better customer service, desirable behaviors might include smiling, greeting customers, and asking if they’d like something to drink with their meal.
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When is OBM-based change management particularly appropriate?
OBM-based change management is particularly suitable when a strategy or a new way of working requires people to act differently in order for the change to take effect. This could involve, for example, improving customer service, sales, innovation, collaboration, or safety. The method can be applied in all industries and to challenges related to human behavior.
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What is Organisational Behaviour Management (OBM)?
Organisational Behaviour Management (OBM) is a concrete and 100% evidence-based approach that focuses on identifying and changing behaviours that produce desired results. By identifying and defining the behaviours that produce desired results, we can accurately create better conditions and reinforce these behaviours, while simultaneously reducing unwanted behaviours that hinder those results. Through behavioral analysis, leaders can learn to influence the motivation behind these behaviours.
Do you have any more questions?
Contact us and we'll be in touch.