Kurt Nelson, PhD | Behavior Matters!

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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


  • 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


  • $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

A Home Run for IC Directors

Man sitting back in office chair with his hands behind his head looking satisfied
Create a Great IC Program AND Make Sure it is Understood

Incentive compensation professionals work hard at developing incentive plans that drive employee motivation while also meeting their company’s strategic objectives.

In the past, this has been achieved by using rules of thumb and stringent financial analysis. Yet, hard work is not enough in today’s turbulent times.  

Read More

Sculpting Motivation – Maximizing your Total Rewards with Behavioral Science

This article highlights the key learnings from Kurt’s presentation at the “2020 World at Work Spotlight on Sales Conference”. The original slide deck is available below.

Man screaming into phone exhibiting bad sales behavior
Rewards Programs are a Key Driver of Sales Behavior

In 1937, paleontologist Gustav von Koeningswald was working on the island of Java in Southeast Asia, searching for new evidence of our early human ancestors.  To achieve this goal, he needed to find fossils, and the apex of fossils was the skull. With an intact skull, paleontologists are better able to distinguish between ape and human. 

But skulls were rarely are found intact. 

Instead, paleontologists needed to piece together a multitude of small skull fragments in a complex 3D puzzle.  It was difficult work – difficult to find all the pieces and difficult to fit them together in the right way to reform the original skull. 

To help alieve the burden of searching and finding the skull pieces, von Koeningswald enlisted the help of people from the local village.  He did this by giving them an incentive. He paid them 10 cents per skull fragment that they delivered to him.   

Read More

Identifying Friction in Your Organization

Friction is defined by Merriam-Webster as “the force that resists relative motion between two bodies in contact” or “the clashing between two parties of opposed views.”   

Identifying Organizational Friction
Organizational Friction

In our last article, we identified three types of organizational friction (the resistance points within a company that limit its performance). Those friction points were caused by oversight or shortcomings in Policy, Culture, and Environment. Each type of organizational friction has its own unique root causes and manifests itself differently within a company.

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How to Shape Company Culture Through Communication

Words matter.

A study conducted by Gary Latham PhD, replaced 12 words in an e-mail from a company president to his employees to demonstrate the power of word choice.

 A Powerful Reinforcement Loop With a Common Thread
A Powerful Reinforcement Loop With a Common Thread

Half of the company received the president’s original e-mail and half of the company received the same e-mail with 12 achievement-focused words added in. The result? After a week, objectively measured performance showed an increase in effectiveness by 15% and efficiency by 35% for the employees who received the achievement centric email.

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The Key to a Great Company: Great Culture

Have you ever experienced a company with a culture so powerful that you notice it immediately? There is a positive tone in the conversation, a joyful way in which people interact, a different feeling that you get walking through the door.    

Those companies are rare.   

It is more likely you’ve experienced a company with a culture that is toxic. One where the tone of the conversation is so negative that it instantly brings you down, were the interactions between employees seem hostile, and where you would like to run out the door shortly after entering.   

Luckily, those companies are also rare.  

Read More

Identifying the Root Cause – Employee Issues are Human Issues

By Kurt Nelson, Ph.D.

If only employees were robots. 

If we were robots, then when we are underperforming or not working, a simple diagnostic process would show us where the issue is. We would need to determine if it was a hardware or software issue, work through the bugs, and identify the component issues. It might be hard, but it is a structured process that a sound engineer can handle. And in the end, you know when you get it right because the issue is solved.  

But we are not robots. We are human.   

Employees are not robots

We are complex, context-driven, emotional, overstressed, and irrational. We often tell people what we think they want to hear, not what we really feel. We tend to avoid conflict and repress our feelings. Hell, we don’t even understand our feelings a lot of the time.  

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Misinformation and the Corona Virus: How We Respond Matters

I’m a behavioral scientist at heart. I look at the numbers and the data and think about how people respond. Right now, I don’t think a lot of people are responding very well.

In the past few days, I’ve seen Facebook posts talking about how overblown and hyped up the coronavirus pandemic is.

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Scary Biases

Halloween is scary. All sorts of creatures are running wild – ghouls and ghosts, witches and goblins, werewolves and vampires…biases and heuristics.

That’s right, biases and heuristics can be scary too! They can cause us undue harm if we are not careful, but understanding the power that they have over our behaviors can help.

Six Behavioral Biases to be Aware of

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Habits vs Routines

Curious about improving your own habits & routines? Send your questions here.

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.

Read More

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Behavior Matters!