{"id":2241,"date":"2025-04-04T12:26:34","date_gmt":"2025-04-04T12:26:34","guid":{"rendered":"https:\/\/imaworldwide.com\/?p=2241"},"modified":"2026-04-01T04:32:31","modified_gmt":"2026-04-01T04:32:31","slug":"reinforcement-plan-principles","status":"publish","type":"post","link":"https:\/\/imaworldwide.com\/reinforcement-plan-principles\/","title":{"rendered":"4 Key Principles for a Strong Change Reinforcement Plan"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"2241\" class=\"elementor elementor-2241\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-777d9990 e-flex e-con-boxed e-con e-parent\" data-id=\"777d9990\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-5b11cb3 elementor-widget elementor-widget-html\" data-id=\"5b11cb3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"html.default\">\n\t\t\t\t\t<!-- ============================================== -->\r\n<!-- BLOCK 1: Style + Title + Intro -->\r\n<!-- Paste this first, then add your image below it -->\r\n<!-- ============================================== -->\r\n\r\n<style>\r\n\/* Scoped styling for this blog post only (NO font overrides) *\/\r\n.ph-blog {\r\n  max-width: 920px;\r\n  margin: 0 auto;\r\n  font-family: inherit;\r\n  line-height: 1.7;\r\n  color: #101211;\r\n}\r\n\r\n.ph-blog h1, .ph-blog h2, .ph-blog h3, .ph-blog h4 {\r\n  font-family: inherit;\r\n  line-height: 1.25;\r\n  margin: 1.35rem 0 0.75rem;\r\n}\r\n\r\n.ph-blog h1 {\r\n  color: #2f4580;\r\n  margin-top: 0;\r\n}\r\n\r\n.ph-blog h2 {\r\n  color: #2f4580;\r\n  padding-bottom: 0.35rem;\r\n  border-bottom: 1px solid rgba(16,18,17,0.12);\r\n}\r\n\r\n.ph-blog h3 { color: #05554a; }\r\n.ph-blog h4 { color: #101211; }\r\n\r\n.ph-blog p { margin: 0.75rem 0; }\r\n\r\n.ph-blog a {\r\n  color: #05554a;\r\n  text-decoration: underline;\r\n  font-weight: 600;\r\n}\r\n\r\n.ph-blog .small {\r\n  font-size: 0.95rem;\r\n  color: rgba(16,18,17,0.78);\r\n}\r\n\r\n.ph-blog .tldr {\r\n  margin: 1rem 0 1.25rem;\r\n  padding: 1.05rem 1.15rem;\r\n  border-radius: 12px;\r\n  border: 1px solid rgba(16,18,17,0.10);\r\n  background: rgba(205,198,198,0.28);\r\n}\r\n\r\n.ph-blog .tldr strong { color: #2f4580; }\r\n\r\n.ph-blog .lede {\r\n  margin: 1rem 0 1.25rem;\r\n  padding: 1.05rem 1.15rem;\r\n  border-radius: 12px;\r\n  border: 1px solid rgba(16,18,17,0.10);\r\n  background: rgba(47,69,128,0.06);\r\n}\r\n\r\n.ph-blog .callout {\r\n  margin: 1.25rem 0;\r\n  padding: 1.05rem 1.15rem;\r\n  border-radius: 12px;\r\n  border: 1px solid rgba(16,18,17,0.10);\r\n  background: rgba(5,85,74,0.06);\r\n}\r\n\r\n.ph-blog .callout strong { color: #05554a; }\r\n\r\n.ph-blog .quote {\r\n  margin: 1.25rem 0;\r\n  padding: 1.05rem 1.15rem;\r\n  border-radius: 12px;\r\n  background: rgba(205,198,198,0.35);\r\n  border: 1px solid rgba(16,18,17,0.10);\r\n}\r\n\r\n.ph-blog .quote p { margin: 0; font-style: italic; }\r\n\r\n.ph-blog ul, .ph-blog ol { margin: 0.6rem 0 1rem 1.2rem; }\r\n.ph-blog li { margin: 0.35rem 0; }\r\n\r\n.ph-blog .divider {\r\n  margin: 2rem 0 1.25rem;\r\n  border: 0;\r\n  height: 1px;\r\n  background: rgba(16,18,17,0.12);\r\n}\r\n<\/style>\r\n\r\n<section class=\"ph-blog\">\r\n\r\n  <p class=\"small\"><em>Reposted from Don Harrison, May 15, 2019<\/em><\/p>\r\n  <p>This article is part of our <a href=\"\/what-is-aim\/\">AIM Methodology series<\/a>.<\/p>\r\n\r\n  <div class=\"lede\">\r\n    <p>Have you recently undergone a major, organizational change? Maybe it was a new technology, a new innovation or a continuous improvement initiative, or perhaps it was a shared services implementation. No matter the type of change, chances are a lot of time and money were put into the initiative. But, after the \"go-live\" date has passed, I challenge you to look around your organization. Are employees actually using the new processes? Or are they busy creating work arounds? I'm guessing more of the latter, yes?<\/p>\r\n  <\/div>\r\n\r\n  <p>What does it take to actually change behaviors and move to the future from the gravitational pull of the status quo? I can answer that in one simple phrase:<\/p>\r\n\r\n  <div class=\"quote\">\r\n    <p>\"If you do not change the Reinforcement, you do not get the change.\"<\/p>\r\n  <\/div>\r\n\r\n  <p>It's a simple, but a profound concept that is very often missed when organizations are implementing changes.<\/p>\r\n\r\n<\/section>\r\n\r\n<!-- ============================================== -->\r\n<!-- INSERT IMAGE HERE -->\r\n<!-- ============================================== -->\r\n\r\n\r\n<!-- ============================================== -->\r\n<!-- BLOCK 2: Building a Reinforcement Plan through end -->\r\n<!-- Paste this after your image -->\r\n<!-- ============================================== -->\r\n\r\n<section class=\"ph-blog\">\r\n\r\n  <h2>Building a Reinforcement Plan<\/h2>\r\n\r\n  <p>There is a fundamental principle of human behavior that says people follow the Reinforcement. In other words, every time you see a behavior, there either is or was a reward for it. That's why one of the key elements of the AIM Change Management methodology is to develop a Reinforcement Strategy.<\/p>\r\n\r\n  <p>When I talk about Reinforcement, I am referring to the following three ways the behaviors you seek to see are encouraged:<\/p>\r\n\r\n  <ul>\r\n    <li>There are positive consequences for desired behavior<\/li>\r\n    <li>There are negative consequences for failing to change<\/li>\r\n    <li>Adoption of the new behaviors is easier, while the old ways are harder<\/li>\r\n  <\/ul>\r\n\r\n  <p>People will change their behavior more quickly when there are positive rewards for the desired behavior, balanced with negative consequences for failing to change. You can't expect people to be motivated to make the leap to the unknown unless there is a strong motivation to do things in the new way.<\/p>\r\n\r\n  <div class=\"callout\">\r\n    <p><strong>Three steps to help behavior change occur:<\/strong><\/p>\r\n    <ul>\r\n      <li>Decrease rewards for old behaviors; increase rewards for new behaviors<\/li>\r\n      <li>Increase consequences for old behaviors; decrease consequences for new behaviors<\/li>\r\n      <li>Increase the level of effort for the old behaviors; decrease the level of effort for the new behaviors<\/li>\r\n    <\/ul>\r\n  <\/div>\r\n\r\n  <hr class=\"divider\" \/>\r\n\r\n  <h2>Four Key Principles for Reinforcement<\/h2>\r\n\r\n  <p>By following the four key principles of Reinforcement below from the Accelerating Implementation Methodology (AIM), and by applying them tactically throughout your initiative on an ongoing basis, you will be much more likely to motivate individuals to change their behavior.<\/p>\r\n\r\n  <h3>1. Reinforcement needs to be from the Frame of Reference of the individual<\/h3>\r\n\r\n  <p>For any Reinforcement to impact behavior, it must have meaning or value for the individual you are trying to motivate. But, don't assume you know what is meaningful to someone! Sometimes the best option is to ask!<\/p>\r\n\r\n  <div class=\"callout\">\r\n    <p><strong>Tip:<\/strong> The AIM Targeted Reinforcement Index Change Management Tool is a great resource to help your leaders and Change Agents identify which specific rewards will be meaningful for the Targets of your change.<\/p>\r\n  <\/div>\r\n\r\n  <h3>2. Reinforcements must be applied as soon as possible following the behavior<\/h3>\r\n\r\n  <p>Reinforcements must be directly connected to that behavior. You will never drive change if you just change the semi-annual performance review \u2014 it's way too infrequent. Reinforcement management is much less about your formal compensation and performance management systems and much more about the daily interaction between a manager and his or her direct report.<\/p>\r\n\r\n  <h3>3. Employees must perceive a higher likelihood of positive consequences for attempting results<\/h3>\r\n\r\n  <p>Employees must perceive there will be a higher likelihood of positive consequences for at least attempting to achieve results, versus negative consequences for making mistakes.<\/p>\r\n\r\n  <p>Why? Because people tend to focus on the negative much more than on the positive. Most people have experienced a situation where there was lots of positive feedback for some work effort, and just one, single negative comment. What sticks in our heads? That one negative comment, of course!<\/p>\r\n\r\n  <h3>4. A menu of Reinforcements needs to be developed and applied<\/h3>\r\n\r\n  <p>One of the major contributions Change Agents can make is to help Reinforcing leaders develop a menu of Reinforcements. In fact, it's one of the most important elements of good Sponsor Contracting. Reinforcements can be just about anything as long as they are meaningful from the frame of reference of the Target.<\/p>\r\n\r\n  <p><strong>Examples of Reinforcements you can use:<\/strong><\/p>\r\n  <ul>\r\n    <li>Assignment of new tasks or duties<\/li>\r\n    <li>Larger inter-departmental role<\/li>\r\n    <li>Public recognition<\/li>\r\n    <li>Relief from unpleasant tasks<\/li>\r\n    <li>Awards<\/li>\r\n  <\/ul>\r\n\r\n  <hr class=\"divider\" \/>\r\n\r\n  <h2>The Power Lever for Change<\/h2>\r\n\r\n  <p>People are motivated to change by meaningful Reinforcements. It's why I always say:<\/p>\r\n\r\n  <div class=\"quote\">\r\n    <p>Reinforcement is the power lever for getting better, faster change. So, if you want people to change what they are doing, you have to alter the Reinforcements! It's just that simple.<\/p>\r\n  <\/div>\r\n\r\n<\/section>\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-10d64f5 e-con-full e-flex e-con e-child\" data-id=\"10d64f5\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Reposted from Don Harrison, May 15, 2019 This article is part of our AIM Methodology series. Have you recently undergone a major, organizational change? Maybe it was a new technology, a new innovation or a continuous improvement initiative, or perhaps it was a shared services implementation. No matter the type of change, chances are a [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":196,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_yoast_wpseo_title":"","_yoast_wpseo_metadesc":"Discover the four AIM principles that drive effective reinforcement in change initiatives and ensure new behaviors last.","_metasync_otto_title":"Reinforcement Plan Principles for Change Implementation | IMA Worldwide","_metasync_otto_description":"Need lasting change? Discover the four AIM principles for effective reinforcement. Drive sustainable behaviors and successful implementation. Learn how.","_metasync_otto_keywords":"reinforcement strategies, change management principles, organizational behavior, behavior sustainability, AIM principles, change reinforcement, effective change implementation, behavioral adoption, IMA Worldwide","_metasync_otto_og_title":"Reinforcement for Lasting Change - IMA Worldwide","_metasync_otto_og_description":"Learn how to create a robust reinforcement plan with AIM principles, driving lasting change with Peacock Hill Consulting.","_metasync_otto_twitter_title":"Reinforcement for Lasting Change | IMA Worldwide","_metasync_otto_twitter_description":"Boost organizational change with proven reinforcement strategies! Learn the 4 AIM principles IMA Worldwide.","rank_math_title":"","rank_math_description":"","_aioseo_title":"","_aioseo_description":"","_metasync_seo_title":"","_metasync_seo_desc":"","_metasync_breadcrumb_title":"","_metasync_primary_category":0,"_metasync_primary_product_cat":0,"_metasync_otto_disabled":"","_metasync_hreflang":"","footnotes":""},"categories":[1],"tags":[],"content_type":[99],"insight_topic":[78],"insight_industry":[98],"class_list":["post-2241","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-change-management-insights","content_type-guide","insight_topic-leadership-sponsorship","insight_industry-cross-industry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.3 (Yoast SEO v27.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>4 Key Principles for a Strong Change Reinforcement Plan - IMA Worldwide<\/title>\n<meta name=\"description\" content=\"Discover the four AIM principles that drive effective reinforcement in change initiatives and ensure new behaviors last.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/imaworldwide.com\/reinforcement-plan-principles\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"4 Key Principles for a Strong Change Reinforcement Plan\" \/>\n<meta property=\"og:description\" content=\"Discover the four AIM principles that drive effective reinforcement in change initiatives and ensure new behaviors last.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/imaworldwide.com\/reinforcement-plan-principles\/\" \/>\n<meta property=\"og:site_name\" content=\"IMA Worldwide\" \/>\n<meta property=\"og:image\" content=\"https:\/\/imaworldwide.com\/wp-content\/uploads\/2024\/12\/CultureChange.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"350\" \/>\n\t<meta property=\"og:image:height\" content=\"230\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/webp\" \/>\n<meta name=\"author\" content=\"Ann Marvin\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Ann Marvin\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/imaworldwide.com\\\/reinforcement-plan-principles\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/imaworldwide.com\\\/reinforcement-plan-principles\\\/\"},\"author\":{\"name\":\"Ann Marvin\",\"@id\":\"https:\\\/\\\/imaworldwide.com\\\/#\\\/schema\\\/person\\\/19a1cc5f0fcc793b970a374741d6cc05\"},\"headline\":\"4 Key Principles for a Strong Change Reinforcement Plan\",\"datePublished\":\"2025-04-04T12:26:34+00:00\",\"dateModified\":\"2026-04-01T04:32:31+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/imaworldwide.com\\\/reinforcement-plan-principles\\\/\"},\"wordCount\":786,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\\\/\\\/imaworldwide.com\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/imaworldwide.com\\\/reinforcement-plan-principles\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/imaworldwide.com\\\/wp-content\\\/uploads\\\/2024\\\/12\\\/CultureChange.webp\",\"articleSection\":[\"Change Management Insights\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/imaworldwide.com\\\/reinforcement-plan-principles\\\/#respond\"]}]},{\"@type\":[\"WebPage\",\"FAQPage\"],\"@id\":\"https:\\\/\\\/imaworldwide.com\\\/reinforcement-plan-principles\\\/\",\"url\":\"https:\\\/\\\/imaworldwide.com\\\/reinforcement-plan-principles\\\/\",\"name\":\"4 Key Principles for a Strong Change Reinforcement Plan - 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