Having trouble making a change stick? It might be because your E.T.O. is off.
E.T.O. stands for Effort-to-Outcome Ratio, something I discuss in detail in my upcoming book, Say What They Can’t Unhear. Essentially, it’s the balance between the effort you’re putting in and the results you’re seeing.
When change doesn’t stick—whether with yourself, your team, or someone else—it’s often because, on some level, it doesn’t seem worth the effort. That’s where the E.T.O. comes in.
To successfully initiate change, there are three critical beliefs a person must have:
- Belief that the change is possible in principle.
They need to think that this change is realistic somewhere in the world. This is where case studies, examples, and personal stories become essential tools to create that sense of possibility. - Belief that the change is possible in practice.
Does this change seem realistic for them? Do they have the resources and know-how to make it happen? Without this belief, no amount of evidence will move them to act. - Belief that the change is worth it.
This is where the ETO really takes hold. The effort they put in must match the value they see in the outcome. If the perceived reward doesn’t feel worth the work, they won’t commit to the change.
Here’s the tricky part—you don’t get to decide what’s worth it; they do.
Your role is to make the outcome crystal clear and align it as much as possible with what they want. Then, break down the steps to change so each one is achievable without causing emotional, mental, or physical discomfort.
Next time you’re struggling to drive change, ask yourself: Is your E.T.O. in check?