COM-B: a simple formula for digital behaviour change
Digital habits are hard to shift. I know as I’ve been working on my own Digital Harmony since 2013! We all know what we should do but the problem is often making a change and sticking to it. That’s why I love the COM-B model which helps to explain why behaviour change succeeds or fails. It was developed at University College London (UCL) by Professor Susan Michie, Professor Robert West, and Dr Maartje van Stralen in 2011.
COM-B says that for a behaviour to happen, three things need to be in place:
Capability: Do I know how to do it?
Opportunity: Does my environment support it?
Motivation: Do I want to do it?
When all three are present, behaviour change becomes much more likely. I talk to participants about this in my training programmes, and bring it to life with some changes to habits that I recommend in my sessions.
Example 1: being more intentional with cc on emails
Many of us copy people into emails out of habit, uncertainty or a desire to cover ourselves. COM-B can help us make this behaviour more intentional.
Capability: Build a simple framework for deciding who really needs to be copied in. Create a decision rule such as, "Does this person need to act, approve or genuinely stay informed?" and pause to review every name in the CC field before sending. It is also helpful to reflect on what is driving the behaviour such as habit, fear of excluding someone or uncertainty about ownership
Opportunity: Make the desired behaviour easier. Add a sticky note or screen prompt asking, "Does everyone copied in need this email?" If you're unsure about including someone, ask yourself, "What is the risk of not including them?" Team agreements can also create a supportive environment by clarifying that CC should only be used for action required, decision visibility or essential awareness.
Motivation: A little humour can help. You might remind yourself that every time you CC someone unnecessarily, a digital fairy dies! More importantly, take an experimental approach. For one week, reduce unnecessary CCs and observe the results. Do you notice fewer reply-all chains, clearer ownership, or faster decisions? Sharing progress with a colleague can reinforce accountability and awareness.
Example 2: taking screen-free breaks
For lots of us when we’re feeling busy with work and a bit overwhelmed the instinct is often to reach for another screen – our phones! However, genuinely screen-free breaks can help us reset and recharge.
Capability: Decide what a screen-free break means for you - no phone, no scrolling, and no "just checking". Plan your breaks at the start of the day, decide how you will spend them and begin with a short period of time that feels achievable.
Opportunity: Set yourself up for success. Schedule a couple of short breaks in your calendar, set reminders and keep your phone out of sight. Think ahead about barriers such as fear of missing out, the urge to check messages or ingrained habits. A coping plan can help, such as setting a timer and deciding whether you still need to check your phone when the break has ended. Blocking break time in your calendar can also reduce interruptions from others.
Motivation: Connect the behaviour to a meaningful benefit, such as a calmer mind, better focus or less reactivity. Treat it as an experiment by comparing a fully screen-free break with one that includes a quick check at the end and noticing the difference. Sharing progress with a colleague can provide additional encouragement and accountability.
The next time you're struggling with a habit, don't ask, "Why can't I stick to this?" Instead, ask whether you have the capability, opportunity and motivation to succeed. COM-B reminds us that lasting behaviour change is less about willpower and more about creating the conditions that make the desired behaviour easier, more obvious and more rewarding. And remember, as I say to my programme participants, “self‑compassion helps keeps a habit alive - perfectionism kills it”.