Some Ways to Reduce Gaps (Intention–Behaviour and Behaviour–Perception)

Reducing the Intention–Behaviour Gap

(“I mean to change, but I don’t follow through.”)

Techniques for Leaders

1. Make it easy to act
   • Simplify new behaviours (fewer steps, automated prompts, etc).
   • Remove obstacles (time, access, tools, etc).
2. Turn intentions into commitments
   • Encourage employees to set small, public goals (“I will use the new template for my next report”).
   • Use team check-ins to reinforce progress.
3. Use nudges and reminders
   • Visual cues, prompts in software or leaders modelling the behaviour daily.
   • Example: Quick pop-up in the new system reminding staff how to log tasks.
4. Reward small wins
   • Celebrate early adopters.
   • Link behaviours to recognition, not just outcomes.
5. Provide capability and confidence
   • Training, peer support, and mentoring to build skills.
   • Confidence turns intention into sustained behaviour.

Reducing the Behaviour–Perception Gap

(“I think I’m acting one way, but people see it differently.”)

Techniques for Leaders

1. Make intent explicit
   • Always link actions to intent:
     “I’m setting firm deadlines not to pressure you, but to protect your workload later.”
2. Check for understanding
   • Ask: “What did you hear me say?” or “How does this come across to you?”
   • Close the loop instead of assuming clarity.
3. Invite feedback on behaviour
   • Create safe spaces for employees to say: “When you said X, I felt Y.”
   • Regular pulse checks or anonymous feedback channels help.
4. Align words and actions
   • Ensure behaviour matches the message (e.g., don’t say “collaboration matters” but then make decisions in isolation).
   • Consistency builds credibility.
5. Acknowledge perception differences
   • If misperception arises, clarify without defensiveness:
     “I hear that my message came across as harsh. What I intended was to stress urgency, not criticism.”

 Summary

• Intention–Behaviour gap (close it with clarity, simplicity, nudges, support, and reinforcement.)
• Behaviour–Perception gap (close it with transparency, feedback loops, explicit intent and aligned actions.)

(main source: James Clear, 2018)