Use feedback and relapse prevention techniques to keep the momentum toward goals

Instructions

Assign a direct supervisor who will provide regular feedback.
Feedback on how well the new competence is being used. The best results come when those giving feedback know how to do so productively, are encouraged or rewarded for doing so, and are open to feedback on the quality of their feedback.
Ask staff to practice paying as much attention to how they do their work as to how well they achieve goals.
Supervisors should routinely give feedback about emotional competence, even though it may be called ‘teamwork’ or ‘communication.’
Ensure your staff understands that developing new habits is hard, and they will probably relapse.
New habits feel strange and unfamiliar, while the old habit still feels natural. When challenging circumstances arise, temporary lapses are to be expected.
Encourage the view that slip-ups are learning experiences.
Rather than interpreting a lapse with pessimism - “I’m a total failure, forever flawed and cannot change,” relapse prevention training prepares people to react like optimists, using slips in an intelligent way to gather critical information about vulnerabilities and habits.
After a relapse, assist staff in identifying triggers and executing a new response.
Track the exact events that triggered the relapse and the thoughts and feelings that went along with it. Once trigger situations are recognized, they can prepare to act differently by rehearsing what to do. This will increase the likelihood that they will choose a better response, even under high stress.
Help staff in tracking how well the new competence is being used and how well they recover from relapses.
This can inspire them to either increase efforts (with encouragement) or celebrate wins.