Most organizations approach culture change through training and communication, assuming that if you educate people and build their skills, you can expect action. But people’s behavior rarely changes this way. To drive real impact, follow a scientific approach using the “4T” model.
Target a specific behavior. Don’t aim to “improve culture” or “drive innovation.” Choose one high-impact behavior, decision, or outcome—for example, reducing bias in the talent acquisition process—then use your data to prioritize. Collaborate with behavioral scientists or people analytics teams to dig deeper and form smart hypotheses.
Develop a theory of change. Next, diagnose what’s getting in the way. Talk to employees. Identify obstacles. Reference behavioral science to inform solutions. Think like a doctor: no shortcuts—just careful observation and testing.
Design a timely intervention. Timing is everything. Your strategy should land when people are in a position to act. Insert tools, nudges, or messages into key moments—right when a decision or action is needed.
Test what works. Don’t assume success. Run experiments. When possible, use randomized controlled trials to evaluate the impact. Let data, not intuition, guide your next move. |
