greet your assistant and your colleague warmly. Soon they're pleasant back to you, and you all have a positive, enjoyable, productive day. Key learning point The Betari Box illustrates how our own attitudes and behaviours directly affect the attitudes and behaviours of people around us. When we're in a negative cycle, then it's up to us to stop that cycle by changing our attitude. This will positively impact those around us and therefore break the cycle. – 18 Consider: Direct actions, such as: changing supervision approaches with staff, arranging different activities with providers, providing information and training Indirect actions, such as: modelling required behaviours, influencing leaders, rewarding success, providing space to learn from mistakes For example: Are there people who would be natural champions of the change? Are there events taking place at which your message can be heard and supported? Will you need to change your own approaches and behaviours? How will you tackle resistance? Facilitator When planning to implement culture change it is important to consider both direct and indirect actions, and to think through potential opportunities that could enable change, as well as barriers to change. 19 Planning for change
greet your assistant and your colleague warmly. Soon they're pleasant back to you, and you all have a positive, enjoyable, productive day. Key learning point The Betari Box illustrates how our own attitudes and behaviours directly affect the attitudes and behaviours of people around us. When we're in a negative cycle, then it's up to us to stop that cycle by changing our attitude. This will positively impact those around us – and therefore break the cycle. 18 Consider: Direct actions, such as: changing supervision approaches with staff, arranging different activities with providers, providing information and training Indirect actions, such as: modelling required behaviours, influencing leaders, rewarding success, providing space to learn from mistakes For example: Are there people who would be natural champions of the change? Are there events taking place at which your message can be heard and supported? Will you need to change your own approaches and behaviours? How will you tackle resistance? Facilitator When planning to implement culture change it is important to consider both direct and indirect actions, and to think through potential opportunities that could enable change, as well as barriers to change. 19 Planning for change