The Heart of Change: How Personal Values Drive Willingness to Transform
Tess Hilson-Greener
Turning HR Challenges into AI-Driven Success Stories | Business Journalist | Author of HR2035 | Writer & Speaker on AI in HR | Chief Executive Officer
On average, it takes more than 2 months before a new behaviour becomes automatic — 66 days to be exact. And how long it takes a new habit to form can vary widely depending on the behaviour, the person, and the circumstances. In Lally's study, it took anywhere from 18 days to 254 days for people to form a new habit.
Can we speed up the change process?
Possibly if people feel it’s in their interest to change their behaviour, and it aligns with their personal values.
This article delves into how an individual’s core values are the bedrock of their willingness to embrace and drive change, underscoring the critical nature of value alignment in the context of behavioural transformation.
In the realm of personal and professional development, the intersection of individual values and organisational goals plays a pivotal role in facilitating meaningful change. Building on the premise of aligning behavioural development plans with organisational values—as discussed through the lens of Hogan Assessments—a deeper, intrinsic motivator comes into play: the alignment of personal values with the desired change.
Behavior change is complicated and complex because it requires a person to disrupt a current habit while simultaneously fostering a new, possibly unfamiliar, set of actions. This process takes time—usually longer than we prefer.
The Heart of Change: How Personal Values Drive Willingness to Transform
At the heart of every decision to change lies a complex interplay of personal values and motivations. Personal values act as the compass that guides our behaviours, decisions, and willingness to adapt. When organisational changes or development plans resonate with an individual's values, the transition from resistance to acceptance and proactive engagement becomes significantly smoother.
The Role of Hogan Assessments in Value Alignment
Hogan Assessments provide a nuanced understanding of an individual's motives, preferences, and values, offering a scientific basis for exploring how these personal attributes align with organisational culture and goals. This alignment is critical for fostering an environment where employees are not only willing but eager to engage in developmental and change initiatives.
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The Path to Aligned Change
The Impact of Value-Driven Change
When change initiatives and behavioural development plans are rooted in an individual's personal values, the process transcends mere compliance. It becomes a deeply personal journey of growth, where the motivation to change is driven by a sense of purpose and personal fulfilment. This intrinsic motivation is the key to sustainable behavioural change, leading to outcomes that are beneficial for both the individual and the organisation.
Leveraging Technology for Value Alignment
The integration of AI and the Hogan ecosystem facilitates a personalised approach to uncovering and aligning values. This technology-driven insight allows for targeted development plans that not only address organisational competencies but also resonate with individual values, enhancing the willingness to change.
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The journey of behavioural change is profoundly personal. It requires more than just a strategic alignment of competencies and organisational goals; it demands a harmonisation of the individual's heart—their core values—with the path of change. Through tools like Hogan Assessments and the intelligent application of technology, organisations can navigate this complex landscape, fostering a culture of change that is both deeply personal and strategically aligned. In this environment, change is not just accepted; it is embraced as a pathway to personal and professional fulfilment.
Book a discussion today, here we can help you explore how change can be more beneficial to all and how to improve the whole experience.