When a change is first introduced, people often struggle to adapt. The challenge makes it attractive to work around the change or go back to old ways of working. “But I know how to do it the old way so much faster!” It’s a fair argument.
Your company is investing significant resources to implement new technology, restructure, or streamline business processes. But they will only get returns if the change is sustained over time. Without reinforcement, adoption can drop off quickly.
The forgetting curve illustrates that without reinforcement, we forget things quickly. Within 24 hours we can easily forget 50% or more of what we’ve learned. I took the concept and applied that to the challenge of sustaining change.
When people are allowed to work around a change and utilize old methods without consequence, there is little hope that the new behaviors we want will take root.
In contrast, when leaders at all levels keep a focus on the change, reward the right behaviors (and coach the wrong behaviors), people notice. Sharing stories of success gives hope to those who are struggling.
Leaders understand the forgetting curve. Now show them the Reinforcement Curve and how they play a role in successful change.
Thoughtfully yours,
Jeff Skipper
