When you learn a new technique, it’s natural that you want to apply it right away. This is great if the trick you learned is for a hobby or a new way of cooking, but if you have a new change strategy in mind it’s best to provide some context before you alter your behavior.
I encourage my coaching clients to create an intentional window or demarcation before they apply things that we discuss. Rather than confusing an employee with a sudden veer in your approach, it’s best to preface the change by sharing a context. Examples could include: “I read this article/listened to this podcast/attended a session and the author suggested this — I’d like to try it out.” Or, “It’s the start of a new year/semester/quarter and I think we could benefit from a shift in practice. Let’s….” Or, “I’m working on being more intentional about my ____ and so I’m going to do ____ differently as a pilot.”
You’re not asking for permission to make the change, but paving the way for acceptance or at least understanding of it. It can be unnerving when someone alters their behavior for seemingly no reason. Help those affected by your shift to know that it’s intentional and grounded in a rationale.
