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Shape the Behavior You Want Repeated
Leaders are always shaping behavior—through what they notice, what they reinforce, what they correct, and what they allow to keep paying off. The question is whether they are doing it intentionally, fairly, and consistently.
This session gives leaders a practical way to understand why everyday workplace behavior continues. Using Before → Behavior → After, leaders examine what may be setting a behavior up, identify what the employee actually did or said, and consider what happens afterward that may be making the behavior easier to repeat.
Leaders learn to reinforce desired behavior with timely, specific, and meaningful feedback; address performance drift through Grace & Truth; and correct behavior in a way that is Timely, Certain, and Consistent. They also learn to distinguish between a barrier the leader needs to fix and behavior the employee still owns—so understanding context never becomes an excuse for lowering the standard.
The goal is not punishment. It is to create the conditions, clarity, reinforcement, correction, and follow-through that make the right behavior more likely to stick.
Reinforce what you want repeated. Correct what must change.
Shape the Behavior You Want Repeated
Leaders are always shaping behavior—through what they notice, what they reinforce, what they correct, and what they allow to keep paying off. The question is whether they are doing it intentionally, fairly, and consistently.
This session gives leaders a practical way to understand why everyday workplace behavior continues. Using Before → Behavior → After, leaders examine what may be setting a behavior up, identify what the employee actually did or said, and consider what happens afterward that may be making the behavior easier to repeat.
Leaders learn to reinforce desired behavior with timely, specific, and meaningful feedback; address performance drift through Grace & Truth; and correct behavior in a way that is Timely, Certain, and Consistent. They also learn to distinguish between a barrier the leader needs to fix and behavior the employee still owns—so understanding context never becomes an excuse for lowering the standard.
The goal is not punishment. It is to create the conditions, clarity, reinforcement, correction, and follow-through that make the right behavior more likely to stick.
Reinforce what you want repeated. Correct what must change.