By: Eveline Zuketto
Tiny Habits is a method for behavioral change and leadership development, rooted in behavioral science. The approach focuses on creating small, simple, and achievable habits that seamlessly integrate into daily routines. Instead of relying on motivation, willpower, or social pressure, the method emphasizes starting with small, manageable actions that naturally expand into larger behaviors over time.
Origin of the Tiny Habits method
Behavioral scientist B.J. Fogg introduced the concept as part of his research at the Behavior Design Lab at Stanford University. He discovered that traditional approaches to behavior change, which often focus on big goals, tend to fail because they rely too heavily on motivation, which fluctuates by nature. Tiny Habits takes a different approach: by starting small and gradually building momentum, it enables sustainable behavior change without feeling overwhelming.
- Small and not intimidating: Small actions lower the barrier to entry, making the first step much easier.
- Time-efficient: Tiny actions are integrated into daily work, rather than being an additional task. This makes behavior change a seamless part of the job (on-the-job development) rather than an extra workload (on-top-of-the-job development).
- Koppeling aan bestaande routines: Each action is linked to an existing habit, known as a "trigger". For example: "After brushing my teeth, I do one squat." This creates a natural cue for the new behavior.
- Instant success and positive reinforcement: Completing a small action immediately creates a sense of achievement, reinforcing the behavior and increasing the likelihood of repetition.
- Focus on consistency over intensity: By building consistency through small steps, tiny actions become automatic habits that naturally lead to sustainable change.
- Snowball effect: Once a tiny habit is established, it often expands naturally. For example: one squat that feels good may evolve into a full workout.
- Powerful team intervention: Working on tiny habits collectively fosters positive team dynamics and enables peer learning, strengthening behavior change within teams.
Why tiny habits? Why choose Tiny Habits? Because it is a proven and highly effective way to drive behavioral change and leadership development without adding significant time demands to the already (very) busy schedules of managers. The key question, of course, is: which Tiny Habit(s) does each manager need to develop within their team? Where does the specific development challenge lie, and which Tiny Habit(s) will enhance the personal effectiveness of each manager in the team?
To measure is to know
To determine this, the first step is conducting an objective, data-driven assessment. By using a scientifically validated method to measure specific leadership competencies and behaviors in relation to a key organizational outcome—such as a more inclusive work environment or a healthier organization—you can identify the three most critical leadership competencies to focus on. Armed with this knowledge, you can then sharpen your focus in your development or intervention strategy, ensuring that you only address the areas where the greatest development needs exist and where you can achieve the biggest impact. This way, you base your development choices on objective data rather than subjective opinions or assumptions. To measure is to know!
Leadership competencies, behavioral anchors and tiny habits
Leadership competencies translate into desired and observable leadership behaviors, known as behavioral anchors. These describe what effective leadership looks like in daily practice. A behavioral anchor, in turn, can be translated into practical, action-oriented Tiny Habits. This approach ensures that you move from data-driven insights to highly relevant Tiny Habits, enabling you to drive evidence-based leadership development that leads to sustainable behavior change.
“People never really change their behavior.” Nonsense. Behavioral change is possible—it really works, even in your organization. Dare to measure, and dare to start small. The biggest impact often comes from the smallest actions—as long as you know (through measurement) which actions are needed and how to integrate them into daily practice in a truly tiny way.
