What can you do to support individual change as part of your broader change management efforts? In this article, we offer a few suggestions:
Understand basic theories that explain why people choose to act (or not).
Engage with end users to identify the specific change barriers and enablers that are likely to impact your efforts.
Select the “best” intervention to address the barriers you’ve identified — which, to be fair, is easier said than done.
My experiments integrating behavioral economics (BE) insights in my implementation efforts have not always turned out as I hoped. However, they have always produced learning. In this post, I share application experiences, as well as ideas on why and how to introduce BE to your implementation team. Read More
The reactions of consumers and retail workers to the US chip card transition provides insight into the challenges of getting change right, particularly when it requires people to alter routine behaviors. Read More
Employee participation in change efforts is associated with a variety of benefits, but it's not without its complexities. Productive participation takes skill on the part of the change leader/facilitator and participant. The best way to build this skill is through experience. So in this post, Part II of our review on participation & change, we provide tips and resources on various participatory methods that you can incorporate into your next change effort. Read More
In this post,, we look deeper at the role of employee participation in change efforts. We review the research on the benefits and challenges of participation and provide a framework to aid you in planning to effectively use participation in your change approach. Read More
My big takeaway from experimenting with design thinking over the last 10 years, is that it's is less about mastering design methods, and more about mastering myself. Read More