Learn Behavioral science for organizational change

Practical frameworks, diagnostic tools, and evidence-based strategies for leaders who need adoption, not just alignment.

Common Questions

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How do you build internal capability so we are not dependent on external consultants?
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Can behavioral science work alongside our existing change framework?
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How is the SHIFT framework different from ADKAR or Kotter?
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What does a behavioral science engagement look like start to finish?
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How long does it take to see results from a behavioral approach to change?
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How do you change habits that are deeply embedded in an organization?
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What does it actually mean when someone is 'not motivated' to change?
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Why don't culture change programs work?
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How do we handle stakeholders who say they support change but do not act on it?
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How do we get middle managers to lead change instead of blocking it?
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Comparisons

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Behavioral Science vs Design Thinking for Organizational Change
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Why Training Programs Do Not Guarantee Behavior Change
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Why Incentives and Rewards Often Fail to Change Behavior
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Behavioral Science vs Employee Engagement Programs
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Why Communication Alone Does Not Drive Behavior Change
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Behavioral Science vs Nudging: What Organizations Get Wrong
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Behavioral Science vs Traditional Change Management
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SHIFT Framework vs Kotter's 8-Step Model
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Use Cases

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Behavioral Science for Government and Policy Teams
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Behavioral Science for Digital Health and Product Teams
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Behavioral Science for L&D Teams
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Behavioral Science for HR and People Teams
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Behavioral Science for PMO and Transformation Offices
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Behavioral Science for Change and Transformation Leaders
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SHIFT Framework

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Test and Iterate: SHIFT Stage 5
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Facilitate the Change: SHIFT Stage 4
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Intervention Design Strategies: SHIFT Stage 3
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Hypothesize the Causes: SHIFT Stage 2
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Specify the Behavior: SHIFT Stage 1
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The SHIFT Framework: A Behavioral Science Approach to Organizational Change
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Glossary

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Glossary: Behavioral Science Terms for Organizational Change
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