3 Behavioral Science Hacks to Navigate Accelerated Change
Erich R. Bühler
Philanthropist, logosophist, founder and CEO of Hanna Prodigy and Enterprise Agility University. Author of Leading Exponential Change, Enterprise Agility Fundamentals, and The Convergence.
As organizational consultants, we know how important behavioral science knowledge is when dealing with organizations. The Science of Accelerated Change has three areas: Behavioral Science, Neuroscience of Change, and Strategic Mobility.
Today, we are introducing you to three important aspects of behavioral science that will be useful to you. Knowing more about human behavior is crucial to successfully adapting to unforeseen situations in the new, accelerated reality.
1. The impact of cognitive biases First, you need to understand the concept of cognitive biases and their impact on decision-making processes. Cognitive biases are mental shortcuts our brains use to make quick judgments and decisions that often lead to irrational or suboptimal decisions. A typical example is status quo bias, where people tend to maintain the current state of affairs even when change would be necessary or beneficial. To counteract this bias in an organization, change consultants can use strategies such as presenting the benefits of change clearly and convincingly, highlighting the potential risks of inaction, and involving employees in the decision-making process to create a sense of ownership and control. A good framework that can help you deal with your cognitive biases and those of others is the Sense-myself model.
2. The power of social influence Secondly, you should be aware of the power of social influence and how it can be harnessed for change. Humans are naturally social creatures, and those around us strongly influence our behavior and attitudes. This phenomenon is known as “social confirmation.” For example, we look to others in uncertain situations to understand how we should act or think. Think about the last time you were in a very uncertain situation and pay attention to how you behaved. Change leaders can leverage social influence in organizations by identifying and empowering key influencers. These influencers can act as champions of change, role models, and advocates of the desired change. By gaining the support of respected and influential employees, change consultants can create positive change throughout the organization.
3. The impact of effective communication Finally, you need to understand the importance of effective communication in affecting behavior change. How information is presented and delivered can greatly impact how it is received and how people respond to it. One effective communication technique is framing, where information is presented in a way that emphasizes certain aspects and influences perceptions. Instead of focusing on the challenges and disruptions associated with a change initiative, you can focus the message on the opportunities for growth, innovation, and personal development that the change offers. When you’re nervous, it’s very easy to slip into negativity. By carefully formulating and delivering messages that align with employees’ values, goals, and aspirations, change consultants can generate enthusiasm and buy-in for the change process. Imagine a company undergoing a major digital transformation that requires employees to adopt AI technologies and workflows. A consultant who knows behavioral science would first remove the cognitive biases by transparently explaining the reasons for the change and involving employees in the planning process. This way, they can feel listened to and part of the group (learn more about this in the Memorable Learning Experience Framework). Next, identify and work with influential employees excited about the new reality and empower them to advocate for the change with their colleagues. Finally, you should formulate compelling messages emphasizing digital transformation’s benefits, such as increased efficiency, improved customer satisfaction, and opportunities for professional development.
By understanding and applying these three key areas of behavioral science — cognitive bias, social influence, and effective communication — you can successfully navigate the complexities of accelerating organizational change. You can help organizations embrace change, adapt to new circumstances, and thrive in an ever-evolving business landscape through strategic interventions, targeted messaging, and empowering key influencers.
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