The Power of Commitment and Consistency

Once you take the first step, the next one becomes easier. Humans have an ingrained desire to act consistently with past actions. When we make a decision, we convince ourselves it was the right choice. This is the essence of commitment and consistency.

These principles create personal or social pressure, acting as shortcuts to simplify decision-making and conserve mental energy. Sticking to one decision is easier than re-evaluating choices repeatedly, especially in a world full of information and options. This makes commitment both powerful and difficult to break.

Cialdini’s Principles of Influence

Commitment and consistency are one of six influence principles described by Robert Cialdini in his book Influence. Here’s a recap:

1. Commitment and Consistency: Small commitments encourage further actions.

2. Social Proof: People follow what others are doing.

3. Liking: Likable individuals are more persuasive.

4. Authority: People trust credible experts.

5. Scarcity: Limited availability increases perceived value.

6. Reciprocity: Giving something encourages reciprocation.

Commitment Activates Consistency

Consistency is triggered by commitment. If someone (even yourself) makes a small commitment, they’re more likely to follow through with consistent actions. This makes commitment a valuable tool for motivating others.

However, this principle can be misused. Ethical application requires offering genuine choices rather than coercion. For commitment to work, it must come from intrinsic motivation, not force.

Practical Ways to Encourage Commitment

1. Get a Foot in the Door

Small initial commitments pave the way for larger actions. Examples:

• Skill Development: Let employees indicate what interests them.

• Job Mobility: Encourage job shadowing or participation in testimonial sessions.

• Customer Engagement: Have team members set small client interaction goals.

Writing down these goals adds another layer of commitment. Neuroscience shows that writing enhances memory encoding, making goals more likely to stick.

2. The “Why” Question

Ask your team why the change is important. Examples:

• Why is developing new skills important?

• Why should knowledge-sharing matter to the team?

Follow up by asking them to schedule a small action. When individuals articulate their ideas and take action, their commitment strengthens.

3. Encourage Effort for Greater Commitment

Involve employees in co-creating change. Requiring effort—like applying to join a project team—boosts their investment and sense of ownership.

4. Public Commitment Drives Action

Publicly sharing goals increases social pressure to follow through. Break larger goals into smaller, actionable steps to avoid overwhelm. Sequentially introduce steps to keep momentum high without causing decision fatigue.

commitment-for-positive-influence

Steps to Generate Commitment

1. Define the desired behavior or goal.

2. Identify small steps toward achieving it.

3. Initiate a first step—and encourage writing it down and sharing it.

4. Build on the initial step with consistent actions.

When applied thoughtfully, commitment becomes a catalyst for positive change and sustainable action in teams and organizations.