Behavior Matters!

Job Opening: Behavioral Graphic Designer

Are you a graphic designer or communications expert who is looking to expand how your work impacts people and organizations? 

Are you wanting to nurture your personal growth and development by expanding on your interest in human dynamics and behavioral science and to share it with the world? 

Are you looking to work at a small, vibrant, cutting-edge agency that is at the intersection of corporate communication and behavioral science? 

Do you want to have a voice in where the company you are working for is heading and to be an integral part of their success? 

If so, then you will want to apply for this outstanding opportunity!

We are looking for a creative, dynamic, curious, self-motivated designer to work with our Creative Team on crafting unique, professional, and science-based solutions for our client’s employee engagement and motivational workshops, guidebooks, and videos. 

We want a person who will help expand our forward-thinking technological based communications into new realms as well as assist in The Lantern Group’s marketing and social media campaigns, support the design of our behavioral science-based products, and help research and guide the company into the future. 

As part of this job, you will also have the opportunity to work on two side projects.

The first is for 100 Behaviors, our wholly-owned subsidiary that provides products for people to learn and apply behavioral science insights to their lives.  

The second is working with the award-winning Behavioral Grooves Podcast which explores applications of behavioral science into work and life with leading researchers and authors from around the world. 

At The Lantern Group, we pride ourselves in our flexible and fun work environment, deep science and learning culture, commitment to excellence, and our open and honest relationships with each other and our clients.   

We provide a competitive salary with a generous bonus opportunity based on performance, average 36-hour work week, flexible work schedule, continual development programs, benefits, extended vacation opportunities, charitable giving match, and an annual ski pass!  

We are looking for someone in the Denver/Boulder area or willing to relocate.

Send resume and portfolio examples to kurt@lanterngroup.com

Experience

  • Background in Communications / Graphic Design
  • Highly interested in and has a base knowledge of Behavioral Science or Social-Psychology
  • 2-4+ years’ experience

Roles and Responsibilities

  • Assist in Delivering Exceptional Communication Services to our Client’s
    • Assist in the creative, design, and development of our client’s behaviorallyinformed communication needs including:
      • Logos, themes, and branding
      • PowerPoint presentations and workshops
      • Infographic design and development
      • White Board and Explainer Style Training, Educational, and Motivational Videos
        • Script (copywriting) and Storyboard Design & Development
        • Video and Animation skills are a bonus but not a requirement (aftereffects, VideoScribe, or similar)
      • Email templates
      • Guidebooks
      • E-learning modules
      • Live video development, script writing, and editing
      • Microsite development
    • Coordinate with existing contractors and help expand our contractor base
  • Assist in Expanding Lantern Group Marketing campaigns, Products, and Services
    • Assist in expanding our communication deliverables and offerings with a focus on forward-thinking technological solutions
    • Assist in developing internal marketing graphics, videos, campaigns, etc.
    • Assist in developing internal sales decks and proposals as needed
    • Assist in developing our 100 Behaviors BeSci based products (i.e., journals, books, tools, etc.)
    • Assist in maintaining and developing our blog, social media accounts, newsletter and more 

Required Skills

  • Highly proficient in Adobe Suite products such as Illustrator, InDesign, Premier Pro
  • Proficient in the Microsoft Office suite (specifically PPT)
  • Basic video editing and animation skills 
  • Creative and detail oriented
  • Technologically savvy – help us expand our offerings and abilities with new tools
  • Base knowledge and interest in applied behavioral science

Nice to have skills

  • Nice to have expertise in Photo Shop, AfterEffects, Sketch, Figma
  • UX/UI experience / knowledge is a bonus
  • Base knowledge in web development (CSS, HTML) a bonus

Personality/Work Ethic

  • Colorado-based or willing to re-locate (Position is 80% remote, 20% in person (i.e., 1 day per week))  
  • Flexible schedule
  • Self-motivated and self-directed
  • Curious and willing to learn
  • Work hard/play hard – willing to work extra hours when needed to hit deadlines and in turn enjoy the benefit of flexible hours and a commitment to work-life balance in the down times

Pay/Benefits

  • $50,000 – $60,000 per year based on experience
  • Significant Bonus opportunities – including Award Trip
  • Annual Ski Pass
  • Flexible Hours – average 36 hours a week
  • Extended vacation opportunities
  • Annual Development opportunities
  • Annual Planning and Celebration Retreat(s)
  • Charitable match of up to $2,000 per year

Thankful for Growth, Science, and Reciprocity

Thanksgiving is one of our favorite holidays.

Scrabble letters on a block saying thank you

It brings great food and an opportunity to connect back with family and friends (something more important than ever these days), and it is also a day where we can reflect back on and give thanks for all the good that has happened over the past year.

Thinking of the Lantern Group, we have a lot to be thankful for.

2021 was a tough year for many people. The pandemic caused and continues to bring challenges and difficulties that make many people’s lives harder and more uncertain. There is a lot of political and social unrest – creating more stress and a breakdown of lots of social norms that we’ve had over the years (let’s have more conversation like this). Businesses have had to face with increased prices and challenges with finding workers and their supply chain woes.

So, there is a bit of dissonance when we look back at our year so far. Despite the challenges we are grateful that we’ve been able to grow, expand our offerings, and work on some really cool projects this year with new partners and new clients.

In many ways, our growth is a testament to how important it is to make work more human, to truly create environments that suffice the needs of the people that make up the workforce – not just the business they represent.

It’s a testament to the power of understanding “why we do what we do”. We hope that our growth is also a sign of the new frontier in how organizations understand and treat their people.

With that, we are truly grateful for the year we are having.

Our communication work continues to thrive with a huge increase in the number of clients and the types of communications that we are working on. We started this year working on one of the largest IC communications projects we’ve ever had – with over 100 interactive plan documents that integrated customized plan information, payout calculators, and whiteboard videos into one, interactive graphical document! The results were amazing with the reception by the sales team saying this was the best IC rollout ever. 

We were also honored to be named the internal communication agency of record for the US division of a global pharmaceutical company, where we’ve had the opportunity to craft their monthly webinars, write the speeches and e-mails from the president, as well as work on their IC plan communication.

Beyond that we’ve also extended our video offerings, creating not just white board videos, but longer training videos, hybrid white-board and live videos, talking personalized avatars, and long format story videos designed to showcase and build positive culture.

In addition to our communication work, we’ve also grown in our consulting work. We were one of the founding members of Diversifi, the largest network of applied behavioral consultancies in the world, with over 250 behavioral scientists, in over 18 companies across the globe. 

This work has led to some amazing projects utilizing behavioral science to better understand and improve the online subscription process for a large news organization as well as training the European division of a pharmaceutical company on how behavioral science can be integrated into their everyday work. 

We’ve are also very grateful for the work we did in conjunction with Tim Houlihan on Leading Human® – which is a comprehensive Playbook and accompanying workbook that can help guide leaders on how to be more human centric and drive greater performance in these uncertain times. This collaboration highlights the integration of Kurt’s work with Behavioral Grooves into the Lantern Group. The insights that we’ve gained from talking with over 200 researchers and practitioners shows in the breadth and depth of the solutions that we can provide.

With that, Behavioral Grooves has also grown tremendously this past year, more than tripling monthly downloads with special series on context, anxiety at work, and conspiracy theories to name just a few of the new and exciting things we are doing there.

Join the movement and follow along here.

These experiences have also brought opportunities to present at conferences and inside organizations. We started the year by co-hosting the Nudge.It.North conference with over 200 participants and some of the greatest behavioral scientists and practitioners in the world – including Annie Duke, John Bargh, Gary Latham and Robert Cialdini to name a few.  Kurt has also been honored to speak at several industry and company conferences – with the latest version taking him to Doha, Qatar to moderate and speak at the BX Arabia conference. 

We are truly grateful for all the support and encouragement from you and the rest of our network. It has been an inspirational year that has us humbled and honored to be in the position that we are in.

It is with sincere gratitude that we will sit down at the Thanksgiving table this year and raise our glasses to all of you helping us have the year that we’ve had. Thank you!

Ben and Kurt

And with reciprocity in mind, – as always, we would be happy to talk to any of you about your challenges that you are facing.

Scary Biases 2.0 – Navigating Bias in the Workforce

As fall sets on rapidly in the northern hemisphere, and some of us start to carve pumpkins for Halloween, pick apples, watch the leaves turn, and lay awake at night in fear of Michael Myers… we need to remember that there are some even scarier, less tangible things out there to be aware of.

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Bias can be the hidden killer of business

Yes, we are talking about human biases.

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Leaders! Build a better team by creating a Team Charter

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As much as we are experiencing a health crisis right now, we are also experiencing a people crisis. Changes in how we view work and the new expectations mean that the future of work needs to look a lot more “human” than it has in the past.

To thrive through these challenges, leaders must make changes to how their teams operate and interact. Culture and productivity go hand in hand and team dynamics are at the center of it all.

One highly effective tool in making this happen is to work with your team to develop what is known as a Team Charter. A Team Charter is one of the four tenets of Leading Human™ – a systematic approach to help leaders deal with burnout, resignations, and the complications of COVID in the workplace.

What is a Team Charter?

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Secure Your Future by “Leading Human”

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Building a Positive Workplace that Deals Effectively with Today’s Stresses

Caroline slumps in her chair, stares out her kitchen window, and wonders how it came to this. She looks down at the e-mail from her boss and shakes her head thinking, “She doesn’t understand.”  

The kids are arguing in the background… something about whose turn it was to take out the dog. Looking around the kitchen, she notices that the dishes from last night’s dinner are still in the sink, unwashed. In fact, the whole house is a mess, clothes lying where the kids dropped them, the half-done puzzle pieces litter the table, dirt tracks from the dog across the floor, mail is strewn about the countertop, unopened. The only part of the house that is reasonably orderly, she realizes, is the part right behind her, the part that is seen in the background of her Zoom calls.

She frowns. 

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Has COVID-19 Permanently Changed “How We Work?”

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Companies need to be cognizant of the complex emotional factors impacting =the new normal

Welcome to the new working world.

Your team is split – some people are coming into the office, some are staying virtual, and even more are taking a hybrid approach. 

You have new silos in the organization – not around job functions, but around political beliefs. 

Employees are demanding to have a better work-life balance – they don’t want to work 50+ hours and miss their kid’s soccer game or their workout routine. They are burnt out from the pandemic. Many realize that they like some of the benefits of working from home, yet they miss the camaraderie and connections they get by being in person. Expectations have shifted and they expect you to be able to provide them with the best of both worlds or they probably won’t stick around. 

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Back to In-person Work Requires a New Type of Leadership

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The Leading Human Package is Today’s Essential Guide to Help Leaders Navigate the Next Year

At the time of this writing we’re hovering around a 50% vaccination rate for adults in the US. 

As the progress continues, companies are looking forward to the time when they can start bringing more of their employees back into the office.  This forward-thinking has focused a lot on the physical building design and safety protocols but is often missing a key aspect of the return to work: their employees’ emotional wellbeing.  

While many companies have started to bring people back slowly, there has not been a rush except for aside from essential businesses where it has been required. The new normal will probably look nothing like the old normal.   

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Returning to Work is More Emotional Than We Might Think

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Companies that fail to address return to work concerns will see large rates of employee attrition

We are in a unique time right now in the US.

With vaccines readily available and cases of COVID-19 falling, companies are looking to bring people back into the office or install a hybrid model of work that allows flexibility. 

This shift brings with it a lot of opportunity but also exposes some larger potential downsides.

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Overcoming Vaccine Hesitancy With Behavioral Science

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Behavioral Science Principles That can Reduce Vaccine Hesitancy

According to recent polls, the number of Americans who are unwilling to get the COVID-19 vaccine has recently dropped to around 1 in 5 Americans (Monmouth University Poll, 4/14/21). This is significantly down from prior polls but still has a large segment of our population resisting a way to end this pandemic, save lives, and get our economy rolling again. 

So where is the hesitancy coming from?

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Experience Matters: Helping Companies Communicate More Effectively

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Good Communication is Key to Engagement

Numerous companies have a difficult time building engagement and trust with their employees. 

The problem doesn’t always have to do with their processes or procedures or even management behaviors –in many cases it has to do with how they communicate to their employees. In over 20 years of helping companies solve these issues, we’ve found that companies often don’t communicate with their employees in a way that helps them understand and buy-in to the very programs that are designed to engage them.  

While some companies have significantly improved their ability to create professional-looking presentations and graphically appealing brochures, they still have not fully embraced bringing a behavioral science approach to their internal communications to communicate in a more human way.

This is where we help. 

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Behavior Matters!