…Or stuff we believe is true…
- Culture, personal, organisational change is hard, long-term, and takes reinforcement
- Design can help create touchpoints to remind you of your commitment, or even cause you to change
- The types of change works best when they are nudges, small changes in the direction of your intended goal/ future state
- These small incremental improvements should be celebrated
- Often the best thing we can do is just stop doing the negative things we are doing that are preventing us from succeeding or acheiving our goals (e.g. to be a better leader, we may have to stop publicly criticising other people’s traits in order to to be able to see their good ones. Or on a broader context, not listening, not sharing ideas).
- People will always apply natural law “what’s in it for me?” (this is also not helped by metrics like being responsible for a department’s P&L) Design can help by leveraging this behaviour and designing rewards and incentives that align with a new goal.
- You can’t tell people to change. You have to discover the behavious that are emergent and encourage them.
- Misdirected people or organisations often misrecognise what has led to their current situation today and self-congratulate, reward, and encourage the wrong behaviour. This is when you need someone else to hold up the mirror.
- We think we know the problems to answer, but generally they are the wrong ones.