Fall 2019 Update: We recorded an in depth podcast with AMGA Ski Guide and Avalanche expert Chris Brown on this same subject – check it out here!
An exploration into the human factors and heuristics that lead to avalanche incidents and our recommendations on: (1) how to overcome them and (2) how to improve how avalanche education courses teach them.
Habit and routine, we often use the two words interchangeably, for example, “It was his habit to wake up at six every morning” is easily replaced with “It was his routine to wake up at six every morning.” For purposes of this article, however, each term has a specific meaning. Habit is defined by the Merriam-Webster dictionary is “an acquired mode of behavior that has become nearly or completely involuntary.” Whereas they define routine as “a regular course of procedure.” The distinction is important.
Earlier this year I completed my PADI dive certification in San Diego, CA. Becoming dive certified has been a goal of mine for many years, one that had been consistently pushed off by either alternate priorities or due to time, financial, or geographic limitations.
Note: we posted this blog a few years ago. In this version, we have updated it with new insights and research findings. Reach out here for advice on developing your own motivational hacks.
Each of us has a unique self-identity that both “drives” what we do and is “influenced” by what we do. This dual component is one of the unique aspects of self-identity that we can tap into to help drive and sustain change.
The New Year is rapidly approaching. If you are in the IC world, the pressure is on you to formulate and calculate budgets for next year’s incentive and rewards programs.
Like most, you need to balance: rewarding top performers, targeting the right motivators, harmonizing cash and non-cash incentives, and staying aligned with your corporate philosophy. All the while, fitting these factors into your overarching financial budgets.
The Lantern Group recently had the pleasure of attending one of Nancy Duarte’s workshops in Santa Clara, CA – led by facilitator Mike Pacchione. The workshop was a one-day event called “A Visual Story” and focused on how to design and deliver persuasive presentations.
For those of you who don’t know, The Behavioral Grooves is both a meetup and a podcast – sort of like a breakfast cereal and an energy drink at the same time.
Kurt Nelson, PhD and Tim Houlihan, Behavioral Alchemist founded the Behavioral Grooves as a non-profit organization to share their enthusiasm for the application of behavioral sciences with a wider audience.
Read along for a brief overview by Tim as he takes us on a ride through the experience:
No, this isn’t one of those government studies where you wonder how it ever got approved (i.e., how long can shrimp run on a treadmill or does playing FarmVille on Facebook help people to make friends and keep them?*).
Socks and behavioral science. The two do not seem to fit together, yet I consistently use my socks as a personal behavioral modification tool.
In today’s hyperconnected technology-driven world, it can be easy to overlook the simple time-tested solutions of the past. This holds true for communicating with and motivating your sales force.
With the consistent advent of new communications, new sciences, and new methodologies – shaking things up with a new (old) method can be a refreshing way to tap into your teams’ motivators.
Let’s take a little step back in time and talk about direct mail. Simple, well designed, customized mailers that tap into key behavioral insights can be just as effective as the newest technologies or communication tools when utilized correctly.
Think about it, we are flooded with messaging all day every day – both personal and business. With each organizational department trying to get their message out on top of that, it can be hard to manage all of the information. Technology can get lost in the fray, but unexpected personalized direct mail can disrupt the norm and grab back that attention. Combine this with behavioral science and you have a simple yet powerful tool.
Let’s take a look at an example, a postcard series we designed to help top achievers keep achieving and to nudge bottom achievers to end the plan period on a high note.
One customized to a high performer:
And one customized to a moderate performer:
While these may seem simple, there are some key behavioral insights that are being strategically targeted to drive performance.
In both versions we utilize:
Idiosyncratic Fit: We have higher motivation if we think that a program is customized to us. By adding the employee’s name, stats, and a customized message to help them improve we tap into this drive. Each message is framed for the greatest impact based on their performance and adding the physical component of the postcard further personalizes it.
Social Proof: We look to others to see how we should behave. There are two elements at play here. One: the messaging addresses the performance of their peers, pushing them to stay with or ahead of the pack. Two: this can be shared with a spouse, partner, or family member who can provide an additional level of support – for example, the reminder of a chance to partake in an awards trip with a partner can be very impactful.
Now, note that in the high performer card we tap into:
Loss Aversion: The pain of loss is greater than the pleasure of a similar gain. For high performers, the idea of having something valuable and then losing it is far more motivating than a “carrot” on a string.
And in the average performer card we use:
Gain Messaging: Framing the statement to focus on what can be gained from increased performance. With the moderate performers, where the perception is that there is more to be gained than lost, the gain messaging can drive a higher participation rate.
Try this with your sales force or reach out with the form below for help customizing and implementing this simple, effective technique within your team!
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