If you’ve ever led change in an organisation, you know this: insight alone doesn’t create transformation. 

You can run a 360° survey, deliver feedback reports, even provide executive coaching—but without a structured and supported pathway forward, behaviour change is often short-lived. People slide back into old habits, even when they know better. 

That’s why we created the Steople Positive Behaviour Change Model—a simple yet scientifically grounded framework that turns self-awareness into sustained behavioural growth. 

In this article, we’ll unpack the six stages of our model and explain how it underpins Steople’s coaching, assessment, and leadership development programs. 

A Model Rooted in Psychology and Practice 

At Steople, we draw from core psychological theories including: 

• Transtheoretical Model of Change – which emphasises readiness for change across stages 

• Self-Determination Theory – highlighting the importance of autonomy, competence, and relatedness 

• Social Cognitive Theory – where modelling, reinforcement, and self-efficacy fuel behaviour adoption 

Combined with our experience coaching hundreds of leaders, we’ve distilled the process into a pragmatic sequence that guides clients from insight to embedded habit. 

The 6 Stages of the Steople Behaviour Change Model 

1. Awareness

“You can’t change what you can’t see.” 

Change starts with clarity. Through experience and attention, we can understand where the need for change exists. We may use psychometric assessments, 360° feedback, structured interviews, and facilitated coaching, as a catalyst for individuals develop deep awareness of their behavioural patterns, strengths, and blind spots. This is where coaching begins—not with advice, but with reflection.  

2. Desire

“Insight creates opportunity. Desire fuels commitment.” 

Awareness alone doesn’t guarantee action. People need to want to grow. Steople coaches work to uncover personal motivations—connecting behavioural change to identity, values, or goals. This taps into intrinsic motivation, the most sustainable driver of change. 

3. Skill-Building

“New behaviour requires new tools.” 

Once a client is committed, we help them build the practical capabilities needed to show up differently—whether it’s conflict resolution, strategic delegation, or coaching their own teams. We draw on evidence-based tools, frameworks, and real-world examples to support this step. 

4. Practice

“Repetition is the path to mastery.” 

Theory becomes real when it’s applied. Through role-playing, shadowing, scenario analysis, or guided experiments, clients put new behaviours into practice in the flow of work. This echoes Bandura’s Social Learning Theory—we learn by doing, especially when feedback follows. 

5. Feedback

“Progress needs perspective.” 

Constructive feedback from managers, peers, or coaches is crucial. We encourage structured feedback loops to reinforce what’s working and calibrate what’s not. This builds self-efficacy—the belief that one can change—which is essential for sustained effort. 

6. Measurement

“What gets measured gets reinforced.” 

The final—and often overlooked—step is tracking change. Through pulse surveys, coaching check-ins, or behavioural metrics, we create accountability. Measurement turns subjective improvement into visible momentum and reinforces organisational commitment to growth. 

Why the Model Works 

What makes the Steople behaviour change model different is its blend of science and application. It’s: 

• Simple enough to be memorable 

• Flexible enough to adapt to different individuals and contexts 

• Rigorous enough to hold up under scrutiny from HR, executives, and psychologists alike 

And it works—because it was designed to work with how people actually change, not just how we wish they would. 

Bringing the Model to Life Through Coaching 

Every Steople coaching engagement is tailored, but the underlying rhythm remains consistent: generate awareness, ignite desire, build skills, practice them, reinforce with feedback, and measure outcomes. This structure allows our coaches to deliver consistent, measurable impact—while empowering individuals to take ownership of their own growth. 

Next Up 

In our third article, we’ll explore how this model shows up in real-world coaching engagements—sharing practical examples of how behaviour change coaching leads to breakthrough performance and stronger cultures. 

Want to explore how the Steople behaviour change model could drive measurable growth in your leaders or teams?
Reach out to us to learn more.