What will your New Year's evolution be?

No there is not a typo in the title. Resolutions are so last decade. Both human experience and science reveal that for most of us resolutions do not work. Despite this it is estimated that over 50% of the population still makes resolution each year.

Both the power and the problem with resolutions is explained beautifully by one of my favourite models from the field of behavioural psychology called the 'transtheoretical model of change'. At the risk of losing you let's just call it TTM (see diagram below).

When New Year's resolutions work they typically follow the TTM process, i.e. a person that is oblivious to an unhealthy or unproductive habit (precontemplation) starts to become conscious that there may be a better way forward (contemplation). Once the person realises there are more benefits to changing compared to losses (preparation) a decision is made and this is often shared with others, i.e. the resolution.

The real work then begins when honouring the commitment, substituting the old habit with the new one, avoiding contexts where the old habit most occurred, and rewarding oneself for achievements (action). All going well the new habit will be well and truly locked in after around 6 months (maintenance).

One of the main reasons most New Year's resolutions don't work however relates to the big arrow pointing upwards in this diagram titled 'relapse'. At any stage of the change journey people can, and often do, relapse to an earlier stage.

Relapse is a normal and highly likely part of the change journey. It does not mean you have failed. It means you are human.

Too many people give up when they experience relapse. They see their resolution as 'blown' and give up. The TTM model describes however that relapse is simply an opportunity to reset, lock in some learnings about what preempted the relapse, and move forward again. 'Two steps forward, one step back' the old saying goes.

TTM can help us to set better new year's resolutions but I would like to leave you with an alternative to consider for this new year. It is based on the concept of 'fuzzy goals', a relatively new notion many are adopting as an alternative to SMART goals in this time of volatility and uncertainty (click here for more on this topic).

Fuzzy goals set a general direction, boost creativity, enable flexibility and importantly do not blind the individual to opportunities they might find along the way. Fuzzy goals can also feel more motivating as progress can be measured in many ways reducing the impact of relapses in one specific domain.

I have found setting a fuzzy goal at the beginning of each year to be extremely helpful. An annual fuzzy goal is less of a New Year's resolution, and more a New Year's evolution, i.e. it helps you focus on activities and attitudes that will help you be a better, more evolved, version of yourself. This type of goal is not tied down to one habit or behaviour, rather it is a broader position that you take in the new year that will not only advance your experience of 2017 but also the contribution you make and how you impact those around you.

Your New Year's evolution becomes a filter through which you view the year, changing how you see every situation you are in, and providing a new way to look at the past, present and future.

So what is an example of a New Year's evolution I hear you ask? Great question. Let me share with you mine from the last two years.

In 2015 it was 'turn around'. After a long, tough period following my dad's death I decided at the end of 2014 that I would not slide any further down the emotional continuum. The cost to me and others was beginning to significantly outweigh the many benefits that grief had to offer.

Did I stop experiencing the emotions associated with my grief in 2015? No. But when I did I acknowledged the feelings as a pathway to getting back on track, as opposed to focusing me on the loss of my mentor, friend and father. Beyond this however I started pursuing a range of actions that would ensure 2015 was a year of turn around. I started running again, going to the gym, reading books and articles about human performance, choosing to only watch TV and movies that were funny or uplifting, spending more quality time with my family, investing in my friendships, and the list went on.

My New Year's evolution in 2016 was 'positive change' and was intentionally more career focused. I knew this year would be one of significant change and uncertainty following the acquisition of our organisation. The integration has presented many great opportunities and synergies for all, but as in any M&A journey, there have been points along the way that have been challenging and unexpected.

At each juncture the 'positive change' filter has prompted me to search for how this change will ultimately add value to my clients, my colleagues, my new company and my career. The answer sometimes came quickly, at other times it would take weeks, and invariably it required additional input from others or me to ensure the change was ultimately positive.

New Year's evolutions are not passive devices or mental trickery to simply reframe a situation, e.g. to 'turn that frown up-side-down'. They require effort and action to make them work and sometimes that means sacrificing lesser needs for the sake of the higher order outcome.

For example, in times of change it is very easy to blame others or 'the system' when things go wrong, to ensure our basic human need for competence is not threatened. However, 'passing the buck' in this way provides the feeling of short term security at the cost of finding a solution and turning the failure into a positive change experience in which the learnings can be applied to all.

So if the idea of a New Year's evolution appeals to you where do you start? Here are some key questions you can ask yourself.

1. In the past what do you think has held you back most from being a more successful version of yourself?
2. Right now how would you describe in a short phrase your approach to 2016?
3. If 2017 were to be your best year yet, how would you need to think differently compared to this year?

Now with these three data points in mind from the past, present and future start crafting your New Year's evolution. It does not need to be SMART, the fuzzier the better so it can be applied to multiple domains in your life. You may be lucky and find a great one first go, but often they will evolve over a few weeks as you search for the words that are right for you.

Ultimately your New Year's evolution should be a phrase that will guide you to be a better, more evolved, version of yourself.

All the best with finding your New Year's evolution. I would love to hear what you come up with. Telling others is a great way to test it out and gain the support of those around you to stick with it. And remember from the TTM model that relapse is part of the journey and often provides the most valuable insights, helping you evolve even more.

Have a great 2017. Happy New Year.

Please find below links to my previous monthly posts.

• Are you ready for the 'gig economy'?
• Are you working with an energy vampire?
• From counting people to making people count
• Five novel tactics for better leadership
• Mid year reviews: Ubiquitous but ridiculous
• Talent pipelines are broken
• Australia: The innovation immigration correlation
• Time to reimagine HR
• The secret to successful disruption: The innovation colony
• How to survive and thrive in the supermatrix
• The biggest predictor of career success is...
• The secret to high performance is not what you think...
• Where are you on the digital vortex?
• Diversity does not equal inclusion
• How to catch and hold the rebound expat
• The e-factor is the new x: the ultimate growth multiplier
• Are you working with a waste of space?
• Iron Man needs you!
• Collaboration: the new super skill
• Leading innovation from the Australian subsidiary
• Insurgent or incumbent: the key to a future every company wants is...
• Why the talent war is over
• How 'the other GDP' is causing a talent crunch

Rich Hirst is a Director of CEB's International Executive Forums, providing a range of services specifically and exclusively for the most senior executives in the Australian operations of foreign-owned multinational corporations.  

CEB's International Executive Forums operate four peer groups: the International CEO Forum with over 3o0 CEO members; the International CFO Forum with almost 180 CFO members; the International HRD Forum with some 160 HRD members; and in 2016 we launched the International CSO Forum for heads of sales functions. In addition to our peer group services, we also provide a range of opportunities for our member companies to develop their up-and-coming talent through a series of events with a particular focus on women and emerging executives. For more information please call +612 9955 2848.

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