Methods for Changing Difficult Behaviors 1

Methods for Changing Difficult Behaviors

Joshua Abbott

The University of San Diego

Law Enforcement and Public Safety Leadership

LEPS 580: Assignment 4.1

Word Count: 495

Methods for Changing Difficult Behaviors 2

To my fellow committee members,

We find ourselves in a strange predicament. Currently, we face a difficult choice. Our

first meeting was less than productive. I am sorry to say that I heavily contributed to this bad

behavior. I know the current tragedies' stress has weighed on all of us heavily and has likely

contributed to high emotions on all sides. We have precious little time to make some huge

decisions as a group. With this said, I would like to make changes to my behavior and make

some possible suggestions on how we can hopefully mend differences to come together as a

cohesive committee to come up with the best possible solution for everyone.

As I mentioned, I know that my behavior has been problematic, and I wish to change

that. I will be focusing on several methods for changing difficult behavior as listed in the book

Resolving Conflicts at Work (Cloke, 2011). We cannot come up with helpful suggestions until

we can set aside our conflicts as a group. It would be beneficial to discuss these conflicts before

moving on to the topic at hand.

Surfacing the Conflict: I can admit that I, unfortunately, made my conflicts verbal and obvious.

For this, I am sincerely sorry. However, an exercise that can help create discussion and

ultimately lead to possible problem solving is to write down our issues. For this to be successful,

we must be open and honest. However, we should refrain from providing names and identifying

characteristics and instead focus on behavioral issues preventing cohesion. Then, if it is possible

to turn these issues into a list of problems to be solved, we can discuss and negotiate ways to

prevent them from continuing to be problems (Cloke, 2011).

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Constructive Feedback: Without focusing purely on the negative behaviors, we should make

checklists of positive behaviors. Each of us is on this committee for a reason. Each of us can put

aside differences and be intellectually honest about the positive behavioral traits that we see in

one other that lead them to be a part of this committee. By doing this, we open ourselves to

honest feedback and decrease defensiveness.

Problem Solving: We are here to advise on problems larger than ourselves. It will be imperative

for us to fix the issues we have within the committee to advise on fixing problems in the

department. After an open and honest discussion, we can brainstorm suggestions on how to

improve our collective attitudes and behaviors as we advance and help remind each other of

these strategies should we begin to lose sight of them.

Shared Responsibility: When we can all come up with methods in dealing with negative

behaviors, not one of us may feel isolated and instead think that we are all capable of empathy

and support. We are all here because we care and want to help. We can show that by helping and

supporting one another despite our personal histories or differences.

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References

Cloke, K., & Goldsmith, J. (2011). "resolving conflicts at work: Ten strategies for everyone on
the job, third edition" (3rd ed.). San Francisco, CA: Jossey-Bass.