GWork’s methodology turns behavioral insights into measurable performance improvements. Here’s how we help teams build habits that stick and deliver business outcomes.
The GWork Method: 4 Phases
Phase 1: Assess & Align (Week 1-2)
Understand current state and define success metrics
Step 1: Behavioral Baseline — Conduct 360-degree assessment across your team. Identify performance-critical behaviors, map current habits to business outcomes, and establish measurable success metrics.
Step 2: Growth Focus Areas — Select 3-5 key behaviors for improvement. Align habits with strategic objectives, define specific and measurable outcomes, and get leadership and team buy-in.
Output: Custom behavioral roadmap with baseline metrics.
Phase 2: Design & Deploy (Week 2-4)
Create personalised habit plans and integrate into workflows
Step 3: Habit Recipe Creation — Design micro-habits using behavioral science. Create 1-3 daily actions per person (optimal cognitive load), build accountability systems and triggers, and integrate habits into existing workflows.
Step 4: Platform Setup — Configure GWork for your team structure. Set up Slack, Outlook, and calendar integrations, train managers on coaching techniques, and launch a pilot with selected team members.
Output: Personalised habit plans embedded in daily workflows.
Phase 3: Practice & Reinforce (Week 4-12)
Build consistency through guided practice and feedback
Step 5: Daily Execution — Automated habit reminders in Slack/Outlook, real-time progress tracking and feedback, weekly check-ins with managers, and peer support and accountability.
Step 6: Adaptive Learning — AI adjusts habit difficulty based on adoption. Manager coaching prompts for difficult periods, progress celebrations and recognition, and course corrections for struggling habits.
Output: Consistent habit execution with measurable progress.
Phase 4: Measure & Scale (Week 12+)
Validate results and expand successful habits
Step 7: Impact Analysis — Measure behavior change against baseline, track business outcome improvements, conduct follow-up 360 assessments, and document success stories and lessons.
Step 8: Organisational Scaling — Roll out successful habits to other teams, create habit templates for similar roles, build internal habit coaching capability, and establish a continuous improvement culture.
Output: Scaled behavioral transformation with sustained results.
The Science Behind the System
Habit Loop Implementation
- Cue: Automated reminders in existing workflows
- Routine: Specific 2-3 minute daily actions
- Reward: Progress tracking and team recognition
Cognitive Load Optimisation
- Maximum 3 habits per person at any time
- 66-day habit formation cycle (research-backed)
- Progressive difficulty adjustment
- Built-in rest and reflection periods
Social Learning Theory
- Manager modelling and reinforcement
- Peer accountability partnerships
- Team progress visibility
- Success story sharing
Real-World Example: MTS Proactive Communication
46% improvement in feedback culture in 6 months
Problem: Delayed projects due to poor proactive communication.
Assessment Results: Low feedback frequency (baseline: 2.1 conversations/month), fear of difficult conversations, lack of communication structure.
Habit Design:
- Daily Check-in: 10-minute team status sharing (Slack)
- Weekly Feedback: One constructive conversation per week
- Monthly Reflection: Team communication effectiveness review
Results After 6 Months:
- 46% increase in proactive communication
- 30% reduction in project delays
- 85% team satisfaction with new communication culture
Read the full MTS case study →
Getting Started
Full Implementation
Complete 8-module platform access with dedicated customer success support, custom habit design and training. Timeline: 4-6 weeks to full deployment.
Pilot Program
Core habit formation features with single team/department focus and self-service setup with support. Timeline: 2 weeks to launch.
Assessment Only
360-degree behavioral baseline, Growth Focus Area identification, and custom improvement recommendations. Timeline: 1 week to insights.
Frequently Asked Questions
How long does it take to see results?
Leading indicators (engagement, participation) appear within 2 weeks. Behavioral changes become measurable at 6-8 weeks. Business impact metrics typically show improvement at 3-4 months.
What if my team resists habit adoption?
Our gradual rollout approach and manager coaching support minimise resistance. We start with willing participants and use success stories to encourage broader adoption.
How do you ensure habits stick long-term?
We use the 66-day scientifically-backed habit formation cycle, with progressive difficulty adjustment and ongoing reinforcement through manager coaching and peer accountability.
Can GWork integrate with our existing tools?
Yes. GWork integrates with common workplace tools including Slack, Teams, Outlook, Google Workspace, and major HR platforms.
What level of time commitment is required?
Individual habits are designed for 2-3 minutes daily. Managers spend 10-15 minutes weekly on coaching check-ins. Leadership reviews require 30 minutes monthly.
Next Steps: Schedule a Discovery Call | Request a Custom Demo