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Why data scientists and conspiracy theorist have a lot in common

By All, Behavioural Science Insights

I want to share a couple of thoughts and insights on how data produces Fata Morgana’s . I have become a bit obsessed lately with how easy it is to be fooled by data. In this blog want to argue that many researchers and data scientists fall for exactly the same mistakes as conspiracy theorists.

The psychology behind Conspiracy Theorists.

You probably heard of Qanon. It’s a conspiracy theory about liberals running secret Satan-worshipping, child molesting, blood-drinking networks. The Qanon theory spread like wildfire on the internet in the last couple of years. In a brilliant post on Medium a while ago, a game designer argued that the nature of Qanon is strikingly similar to a well designed Alternate Reality game.

Alternate reality games (ARG’s) are designed for you to look for cues to solve a puzzle. One of the problems that game designers often encounter is a phenomenon called “apophenia”. Apophenia is: The tendency to perceive a connection or meaningful pattern between unrelated or random things (such as objects or ideas). Better said:

Once you are searching for patterns, you will start finding them everywhere.

Your players might encounter some scraps of wood on the floor that accidentally form an arrow, and they will become convinced that this must be a clue and can’t be a coincidence.

The same mechanisms are at play in the alternate reality of conspiracy theorists. The thrill of being a Qanonist is that cues are everywhere. Once you are sucked into the community of like-minded truth seekers’, you will stumble upon cues that are so convincing that they must be true. The addictive part is the fact that your fellow conspiracists will challenge you to connect the dots for yourself. “Wake up! Open your Eyes!” Nobody tells you what to think or believe, but once you connect the dots, the truth will reveal itself. Cracking the puzzle is similar to the dopamine rush you get from solving a game puzzle.

Of course, the problem is: Once you start looking for patterns, you will always find some. You don’t believe in Illuminati? Well, what about all these pictures of Hollywood stars who use the Illuminati “one eye” symbol? Coincidence? I don’t think so?

Still not convinced that liberals run satanic networks? Well, why do all these Hollywood stars use the 666-symbol, the number of Satan? Once you start looking for it, it’s so damn obvious! How can we all have missed this? Of course, all of this is an illusion. An illusion fostered by wishful thinking, selective attention and the addictive thrill of finding patterns.

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Data Scientists are a bit like conspiracy theorists.

Today I read a piece in the Dutch newspaper NRC about recent research amongst Dutch voters. We’re having elections here within five weeks. The study delved deep into the wants and beliefs of the Dutch electorate. And lo and behold, it discovered some fascinating patterns: “About 30% of the population are culturally conservative but economically liberal”. Or “There’s still an untapped potential if far-right parties would embrace more leftwing policies” or “Although 70% are in favour of a big government and income redistribution, progressive parties are suffering from a steady decline. This loss can be attributed to the fact that only a minor group of those people (15%) favour progressive themes as abortion, euthanasia, multi-culturalism and European unification”.

The problem with all the above: Sounds reasonable, but it’s bullshit. Real people don’t change their voting behaviour based on these issues. They answer a different question in the voting booth: Which leader or team do I trust the most to fight for the things that threaten my way of living? To whom do I sympathize?

Under the article, NRC posted a series of short portraits of voters and their consideration. The first portrait was featuring an entrepreneur, aged 35. Every time he filled in a voting configurator online, the Dutch Liberals came out as the party that best matches his beliefs and values. Yet he categorically decided not to vote for the liberals because he chose to answer a more powerful different question: He feels it’s time for a system reboot. So he feels more sympathy for the challenger parties, some to the far left, some to the far right. He voted for the FvD (a far-right party), but only because he felt sympathy for one of the (ex) leaders’ fighting spirit, even though he despises their racist whistleblowing.

 

Why you should have a healthy distrust for data.

The problem with quantitative research is that numbers and graphs signal objectivity and power. If you make the case with solid data, you are more convincing. But the problem is that the patterns we find are often a mirage. A fata morgana that the dataset produced. In the case of Qanon, the fata morgana is produced by combining random pictures that suggest a secret code. In the research above, the fata morgana is created by asking for beliefs and values within the voter base of parties. But it only takes a simple look beyond to data to realize that parties’ rise and fall have everything to do with the rise and fall of their leaders.

Tom De Bruyne
Co-Founder SUE Behavioural Design

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How do you do. Our name is SUE.

Do you want to learn more?

Suppose you want to learn more about how influence works. In that case, you might want to consider joining our Behavioural Design Academy, our officially accredited educational institution that already trained 2500+ people from 45+ countries in applied Behavioural Design. Or book an in-company training or one-day workshop for your team. In our top-notch training, we teach the Behavioural Design Method© and the Influence Framework©. Two powerful tools to make behavioural change happen in practice.

You can also hire SUE to help you to bring an innovative perspective on your product, service, policy or marketing. In a Behavioural Design Sprint, we help you shape choice and desired behaviours using a mix of behavioural psychology and creativity.

You can download the Behavioural Design Fundamentals Course brochure, contact us here or subscribe to our Behavioural Design Digest. This is our weekly newsletter in which we deconstruct how influence works in work, life and society.

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Behavioural Design Advice for Environmentalists

By All, Citizen Behaviour

This blog summarises a lecture I gave at a social innovation conference a little while ago in Belgium. Governments, NGOs, and Environmentalists worldwide are trying to get people and companies to change their behaviours sustainably. To achieve these goals, they use a mix of interventions and strategies: they urge for stricter policies, campaign for greener buying decisions and name and shame companies that benefit from polluting ecosystems. A combination of all of these tactics is needed to influence minds and to change behaviour. Here are a couple of thoughts on what behavioural design thinking can teach us to be more effective at achieving long term sustainable behavioural change.

Four classic mistakes in campaigning for sustainable change

To design for sustainable behavioural change is a pretty tough challenge.

First of all, there’s the problem of hyperbolic discounting.

Humans find it very difficult to align their current behaviour with abstract rewards in the future. We find it much easier to align our actions for smaller tangible rewards in the near future. People are also very good at providing themselves with all kinds of post-rationalisations to justify their behaviour to themselves and others. (See our blog on System 1 – System 2 thinking). Climate activists need to be aware that you can’t achieve behavioural change for abstract rewards in the far future. 

A second mistake is the desire to persuade people.

Facts only matter if they confirm what people already believe. Activists, therefore, only tend to convince other activists. They’re preaching to the choir. If you’re a Trump fan, you will dismiss all lies and accusations as fake news, or deep state undermining. If you’re a hard-working ordinary guy who can barely make ends meet, you’ll get very upset by green fanatics who want to tax your old diesel. Like you should never try to persuade someone with facts to have sex with you, you shouldn’t try to convince someone into sustainable behavioural change. 

A third mistake: If I ask you not to think an elephant, you can’t help but think of an elephant.

By pointing your attention to the elephant, I activated your brain to think about it. Climate activists and environmentalists ignite thoughts and images of fear, danger, suffering, guilt and hopelessness. These thoughts are highly unproductive for action, because they paralyse people at best, or get people to feel too small and irrelevant at worst. If you insist that we’re not doing enough as a society, you strengthen the belief that it makes no sense to act, because nobody else isn’t doing anything neither. 

A fourth mistake is the fascinating world of perverse incentives.

Quite often an intervention that was designed with the best intentions trigger the exact opposite behaviour. When you increase the fines for texting while driving, people don’t stop the behaviour but lower their phone between their legs. When you clean up people’s mess after they littered, you give them a free pass for littering. 

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Five Behavioural Design Principles for better campaigning.

Principle 1: Think outside-in.

Find the deeper needs and drivers in people’s lives and try to connect with those. Donald Trump discovered that a deep sense of not being recognised and respected is an emotional goldmine. Translated to environmentalist campaigning: Never expect the masses to change their behaviour for the climate. But do expect them to change their behaviour if it’s in their self-interest. Turn climate-activism into a right-win theme and appeal to self-centred motives: local jobs, national pride, more quality of life, lower costs of living. Tell a story of how the small guy takes back control against big corporations with deep pockets. Don’t talk about costs; talk about investments. Link abstract ideas to words and images that people can relate to. Littering is abstract, but not when you talk about little kids on the beach, putting cigarette buds in their mouth. 

Principle 2: People want to follow exciting leaders.

The problem with environmentalists is that they always lose the battle for public appreciation. They are either too kind (hippy tree-huggers) or too irritating (stubborn activists). Figure out how to make environmentalism more bad-ass. You want the tough kids and the cool kids to be on your side. Don’t get me wrong: You also need the Greta’s, but you need other persona’s to take activism from the fringes to the masses. 

Principle 3: Framing is war.

Our brain is hard-wired to interpret the world in terms of battles and enemies. Environmentalists need to create better narratives with in-groups (us) versus out-groups (them). Every populist in the world can only thrive by stirring the anger of the masses against their enemies. The right-wing populist provokes their rage against the liberal elites. The left-wing populists stir anger against the billionaire class. Frame the environmental challenges in terms of a battle between ordinary people and all the evil forces that make their lives more difficult. For an ‘us-story’ to catch on, we need to start telling a vivid ‘them-story’.

Principle 4: Social Proof.

Social proof is the most powerful principle in the universe. Humans are highly social animals. We are continually looking at what other people do to calibrate our own beliefs and behaviours. As long as I have the feeling that majority is not moving the needle, then I’m not going to be the lonely sucker who does. Conversely, when a critical mass for behavioural change is reached, things can change very fast. Environmentalists need to create the feeling that everyone’s on board, to make people feel more comfortable to join the change. 

Principle 5: Ability.

Ability is the dark horse of behavioural change. Many people shifted to solar in the Netherlands when iChoosr organised a group-buying scheme. Norway is the world leader in the percentage of electric cars buying sold, by allowing toll-free passage for EVs and turning parking in Oslo free. Meatless Monday has been a worldwide success to trigger trial behaviour for eating vegetarian. You can’t change people’s eating habits if you can’t activate them to try it first. 

Conclusion

  • Environmentalists and climate activists need to embrace the science of influence to become more effective at achieving their goals. 
  • Sometimes this requires to act against their impulses to persuade and convince people for the need for action. In the end, the outcome is all that matters. 
  • If you want to create lasting sustainable behavioural change:
    • Make the desired behaviour selfish
    • Make the desired behaviour easy (and don’t give a damn if people don’t give it a thought) 
    • Frame the desired behaviour in terms of a surplus in joy and happiness, instead of a decrease. 

One more thing: Activists still matter. They set the agenda and move the needle. They create awareness for problems and take the issue from the fringes towards the critical mass. But the tactics that brought them there stand in the way of mass adoption. 

 

Tom De Bruyne
Co-founder SUE Behavioural Design

Cover Photo by Nick Fewings on Unsplash

How do you do. Our name is SUE.

Do you want to learn more?

Suppose you want to learn more about how influence works. In that case, you might want to consider joining our Behavioural Design Academy, our officially accredited educational institution that already trained 2500+ people from 45+ countries in applied Behavioural Design. Or book an in-company training or one-day workshop for your team. In our top-notch training, we teach the Behavioural Design Method© and the Influence Framework©. Two powerful tools to make behavioural change happen in practice.

You can also hire SUE to help you to bring an innovative perspective on your product, service, policy or marketing. In a Behavioural Design Sprint, we help you shape choice and desired behaviours using a mix of behavioural psychology and creativity.

You can download the Behavioural Design Fundamentals Course brochure, contact us here or subscribe to our Behavioural Design Digest. This is our weekly newsletter in which we deconstruct how influence works in work, life and society.

Or maybe, you’re just curious about SUE | Behavioural Design. Here’s where you can read our backstory.

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A Behavioural Design Guide to Happiness in 2021

By All, Personal Behaviour

What is the secret to happiness? Which behaviours lead to a happier life? In this blog I want to explore how a deeper understanding of behavioural science can help us to design for happiness. I want to explore how you can use Behavioral Design thinking to nudge yourself into living a happier life.

Happiness comes in four chemical flavours.

The problem with designing for happiness is that happiness is a bit of a tricky state of mind. It comes in many flavours: excitement, joy, satisfaction, wellbeing, a sense of belonging, etc. So if we want to pursue happiness, what are we talking about? The most objective way to think about it is to look at the neurochemicals that produce happiness. In the end, our experiences are nothing more than triggers that produce neurochemicals: 

  1. Dopamine gives a person a sense of joy when a goal is reached or fulfilled. Dopamine comes in instant rushes, right before the moment of success. Think about: scoring a goal, crossing the finish line, winning a pitch, get a Tinder Match, beating your competitor, etc. 
  2. Oxytocin is the bonding hormone. Whenever you feel deeply connected with a loved one, or when you feel you truly belong to a group or community. Oxytocin produces a sense of bliss and a feeling of security. Sapiens is a social primate that needs this connection with others. 
  3. Serotonin is the wellbeing hormone that we produce when we achieve social status. Serotonin generates a feeling of self-importance. Your body releases serotonin when your investments in yourself, your skills, social life, and professional life start to pay off. There lays the difference with dopamine, a hormone that is all about instant gratification. 
  4. Endorphines are the hormones that produce a feeling of euphoria. Endorphine is the neurotransmitter that many of the well-known drugs activate. Its biological function is to mask pain. Your body releases endorphins, for instance when you transcend your limits in sports. E.g. Runners often refer to the endorphin rush when they talk about the runner high. 


The problem with happiness: Addiction to dopamine.

We live in a dopamine economy. Whenever you open your senses, you are under attack by an endless stream of messages that try to persuade you to go for instant gratification. The promise of snacks, candies, alcohol, processed food is that there’s instant gratification within reach. Social media is nothing more than a dopamine pump on steroids. It always tries to lure you back with notifications. After every social media notification lays the promise of a like, comment, important e-mail, offer, etc. 

The problem with dopamine is that it depletes. The more you chase it, the more dopamine you waste. The more dopamines you waste, the more you need to approach the memory of that feeling of initial satisfaction. The drama of the availability of instant gratification machines in our life (cheap calories, cheap social technologies), is that they make us crave for more, but in the long run, produce less and less happiness. 

Buddhists try to solve this problem by detaching themselves from every desire. They argue that the desires we chase are not our desires anyway. When we desire beauty, success, wealth, admiration, and victory, we all become a slave to a passion that is not our own. We copy these desires from other people, and we assume that the success stories that we see in the media are the ultimate goals for successful living.

While we assume they will deliver happiness in the end, they produce a lot of misery and a continuous state of dissatisfaction. 

I never found the Buddhist answer completely satisfying. Perhaps because I grew up in two of the greatest cities of under the rule of the Dukes of Burgundy: Ghent and Bruges. There’s just too much joy in feasting, and in being passionate and gluttonous once in a while. However, I do recognize that the chase of desires is a dead end. I’ve seen too many seemingly successful people, who keep chasing more and more success, but without being happy or satisfied. 

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The solution: Design for Serotine and Oxycotin. 

In an podcast interview with Naval Ravikant, I overheard the quote:

Hard choices, easy life. Easy choices, hard life.

That’s such an elegant phrase. It suggests that we should go for the happiness that follows from investment in mastery and connection with others. You produce serotonin when you finally get in shape. It’s in the flow you experience once you master your craft. It’s in the joy you feel when you can apply your creativity, intelligence, experience to solve problems.  

You produce oxytocin when you have deep and meaningful friendships. When you can experience the joy of being with people, you can fully trust. People that always pull you in delightful and effortless conversations. People who care about you and people who appreciate the fact that you care for them. 

The things in life that take investment, that are a bit risky, and that require pain and abstinence upfront, are the things that produce happiness. 

Five practical behavioural design interventions to achieve happiness.

The guidelines above are still a bit abstract. ‘Design for Oxycotin and Serotonin’ is not exactly a practical guideline. I want to propose five practical behavioural design principles that will lead to the behaviours that release the right mix of serotonin and oxycontin, topped with a little bit of dopamine.

Intervention 1: Framing. Frame life as a game.

This is one of the simplest ways to live a happier life. Think of everything you do as a game. If you think of your relationship as a game, you will have much more fun with it. Your goal is to crack the code of how to keep the relationship playful and how to maintain curiosity. The same rule applies to work: Work is a game. You need to figure out how to get good at it. If you don’t take risks, you’ll never make progress, and you’ll remain stuck in the same bland level. If you take a chance and it doesn’t pay off, you will always get a second shot. 

However, there is a pitfall; A game can become an addictive dopamine pump. People too often don’t understand when to stop playing the game. And the moment this happens, the game will play with them. The tail starts wagging the dog. Too often, people get trapped inside status games or success games. At this stage, the game start to produce misery, anger, competition, stress, anxiety, and fear of losing status. 

There’s a big difference between “game” and ‘play”. Once you reach a level where you can enjoy the game for the sake of playing it, then you can truly enjoy it for its own sake. I have this approach to most games in life. I don’t care if I win them or not, as long as I enjoy the game in itself. That usually suffices to make a very decent living. It also prevents me from detaching my happiness from the outcome of these games. Granted, that’s a bit easier to say when you are the company’s owner, but I have always had this approach this game-frame to life. 

Intervention 2: Fuck it, let’s do it. The 5-seconds rule.

One of the most critical behaviours that lead to happiness is the pursuit of curiosity. Curious people learn more, meet more people, get more achievements. In other words: Curiosity produces both dopamine, serotonin and oxytocin. To force yourself to experiment and try things out is one of the best approaches to living a happier life. We’ve written about the “fuck it, let’s do it” approach in the past. The essence of this philosophy is: treat your whole life as a continuous set of experiments. You should be running experiments all the time to figure out if they make you happy. If they don’t: cancel the experiment and be grateful for what you’ve learned. This way, you will never experience failure again. Instead, you have learned that some things don’t work for you.

Intervention 3: Create Forcing Functions.

For the body to produce serotonin, we need to do the things that require investment, effort and abstinence. Think of eating healthy, getting fit, growing in your job, etc. However, our senses are bombarded continuously with dopamine alternatives to serotonin. Why go to the gym if you can watch Netflix right now? Why cook for an hour, while you can order a pizza? Why read a book, if Facebook is full of instant gratifications? 

At a certain point, we need to find ways to manipulate or force ourselves into serotonin behaviours. For instance, I have made a deal with a personal trainer to train me three times per week for six months. In the first weeks, I wouldn’t say I liked every second of it. I called her my closest thing to a Nazi. But I had no excuse to skip training. I had a gym subscription for more than four years, but I never could get beyond the initial suffering phase. Now, after four weeks, I even start to enjoy it.

Intervention 4: Priming. Do Misery Benchmarking.

Misery often follows from benchmarking with people who are more successful than you. We always seem to look up. But isn’t that insane? If you read this blog, chances are very high that you are part of the 1% of the world that is educated, financially well-off. Whenever you are a bit bored, confined to your house, blaming the pandemic for your misery, think about the refugee mothers with babies in tent camps in Lesbos, whose babies are being bitten at night by rats. See if you still think your sense of entitlement is justified. 

Intervention 5: Practice gratitude.

I won’t spend too much effort on this one. The value of gratitude should be a well-established idea by now. Practising gratitude leads to a more fulfilling life. Furthermore, it primes your brain to focus its attention on the good things in your life. By doing this every day, you gradually train your brain to pay attention to the good stuff. 

That’s it. 5 interventions to hack your happiness hormone system. Try them: You’ll love it.

Tom De Bruyne
Co-founder SUE Behavioural Design

Photo by Priscilla Du Preez on Unsplash

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How do you do. Our name is SUE.

Do you want to learn more?

Suppose you want to learn more about how influence works. In that case, you might want to consider joining our Behavioural Design Academy, our officially accredited educational institution that already trained 2500+ people from 45+ countries in applied Behavioural Design. Or book an in-company training or one-day workshop for your team. In our top-notch training, we teach the Behavioural Design Method© and the Influence Framework©. Two powerful tools to make behavioural change happen in practice.

You can also hire SUE to help you to bring an innovative perspective on your product, service, policy or marketing. In a Behavioural Design Sprint, we help you shape choice and desired behaviours using a mix of behavioural psychology and creativity.

You can download the Behavioural Design Fundamentals Course brochure, contact us here or subscribe to our Behavioural Design Digest. This is our weekly newsletter in which we deconstruct how influence works in work, life and society.

Or maybe, you’re just curious about SUE | Behavioural Design. Here’s where you can read our backstory.

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Applied Behavioural Science Series pt. 2 – Mere exposure

By All, Behavioural Science Insights

Or ‘Using the power of repetition not just to build memory, but also trust.’

Behavioural science is fascinating. Understanding some of the fundamentals of human decision-making will give you far more control over successful outcomes of personal and professional goals than you might have ever expected. But how do you turn this science into practice? This is a blog series highlighting the best insights from behavioural science translated into how to make them work for you daily. Behavioural economics applied. To help you make better decisions that will help you improve your wellbeing, work and society.

Behavioural psychology: The power of mere exposure

Don’t you wish you could remember things better? Every interesting article you’ve ever read, everything you’ve learned in school, wouldn’t it be fantastic if you could recite them by heart? Well, you know what you have got to do then right? Eat, sleep, and repeat. That’s the traditional approach to recognising and remembering. And it does work— sort of. If you repeatedly see or read things, you tend to remember them. Or put differently, the number of times you are exposed to something helps something to be captured in the memory structures of our brain. 

But the truth is our memories are not infallible. As Kahneman and Tversky have proven, our brain operates on two decision systems: system 1 and system 2. System 2 is a slave to our system 1, which is our automatic, unconscious operating system that uses cues and shortcuts (called heuristics) to form judgments and opinions. Judgments and opinions that our system 2 then turns into beliefs. As Kahneman puts it:

‘Very quickly, you form an impression, and then you spend most of your time confirming it instead of collecting evidence.’

People rewrite and reshape their memories, often to fit with their existing beliefs. I read this quote from Caroline Webb that summarises it perfectly: ‘The startling truth is that we don’t experience the world as it is; we’re always experiencing an edited, simplified version’. What has this got to do with your memory? We tend to see our memory as a recording device that captures facts, observations and information with accuracy. The truth is, our memory is highly subjective.

 

The Law of Unintended Consequences

That subjectivity of our brain also makes it very interesting though. As it brings one of my all-time favourite mental laws into play: The ‘Law of Unintended Consequences’ also known as second-order effects. Yes, you can use repetition or exposure to capture information, but this is only an immediate consequence of the action (repeat-remember). There is a subsequent effect of our repetition action as well. Behavioural science adds on a fascinating second-order effect on the concept of repetition that explains why using repetition can help you be more influential. 

If you repeat something, it doesn’t only activate memory; it also triggers trust and liking.

So, if you repeat things, you become trust worthier, hence more influential. In behavioural science, this is called the mere exposure effect, also known as the familiarity principle. It describes a phenomenon that causes humans to rate or feel positively about things to which they are frequently and consistently exposed, including other people.

Just think about when you hear a new song on the radio. At first, you may not like it, but after hearing it a couple of times it starts growing on you, and you start loving it. As you grow more familiar with the tune and lyrics, you can even get quite fond of the song. It like the saying: ‘something grows on you’.

The first scientific study on the relationship between exposure and appreciation goes way back to 1960. Researchers first asked participants to rate several nonsense words on a good-bad scale. They were then notified that they were in an experiment measuring the effectiveness of repetition in learning to pronounce strange words correctly. Some of these words were shown once, others twice, five times, or ten times. Participants had to take a look at the words, and then pronounce them every time they were presented to them. Following this ‘training’, they had to rate the words again on the good-bad scale. A significant repetition (or exposure) effect was seen, with the words shown frequently increasing in positive evaluation. 

Strangely, however, words which were seen only once in training were judged afterwards not quite as ‘good’ as before the start of the training. Thus, as a result of 2, 5, and 10 exposures words improved in meaning, and as a result of but one exposure, they worsened. The study revealed the same effect with Chinese characters that people didn’t understand.


So, even when you talk bullocks like Trump (sorry, I could not let that one pass), but repeat it enough people may trust you anyway. But let’s leave the roaring research sixties behind and let us see this principle a bit more in the light of the present. 

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Using the mere exposure effect to create brand loyalty

I guess the most discussed application of the mere exposure effect can be found in marketing and communication. If you expose someone to a brand logo, slogan or communication vehicle often enough, it boosts recognition. People will even recognise brands with the brand name removed.

Familiar stimuli require less cognitive effort.

We don’t have to go to the trouble of reading brand names, but we recognise the colours, shape of the logo and font types that we were exposed to many times before. Just do a little test yourself. I guess you can tell me which soft drinks these are even if you aren’t fluent in Arabic:

Visual source: Google.

 

Studies have shown that recognition, whether correct or mistaken, enhances the likelihood of preference.

Therefore, mere repetition can boost brand liking and brand loyalty. I guess we have all been there. If you ask me why I buy a particular brand of toothpaste, I buy it because I am used to buying it. I couldn’t give you a clear-cut answer to the benefits of my toothpaste or on which features it outperforms other toothpaste brands. I just like it (or have grown to like it because of familiarity). It again all links back to the fact that:

Our brain is continually trying to lower our cognitive overload and repetition helps us make autopilot decisions.

There is all kind of tactics to use mere exposure in marketing and communication. Depicting familiar situations in your communication, presenting ads several times, developing a distinctive identity, playing by the sector rules (ever wondered why all hotel booking sites look the same? Now you know), and so on. To me, however, the far more impressive effect of mere exposure is the impact it can have on decision-making. 

 

Using mere exposure to make better decisions

It is essential to realise that the mere exposure effect substantially impacts human decision-making. People apply for schools, pick restaurants, favour people of which they heard the names more often or which they saw more frequently. So, if you commute by train to work every day and you see the same person making the same journey day in day out, you start to trust this person. The same goes for colleagues: the ones you see or interact with more often you tend to like more.

Liking people is one thing, but what if this mere exposure favouring affects your decision-making? To give you an example. If people apply for secondary education, they may consider a school, after reading the school curriculum and the school brochure, to be the perfect match but still apply for a school with a lesser fit because they have heard of it more often. Have you ever wondered why that blend, uniform looking global hotel chains are still in business? It is again the mere exposure effect at work. People may spend hours browsing hotel booking sites, checking out pictures and reviews of luxurious or boutique hotels. But often they tend to book a hotel which they are familiar with. Hence, settling with they already know. This is also known as satisficing instead of maximising. Most of us are satisficers.

Well-known brands give people comfort, especially in uncertain situations such as travelling to new surroundings. It’s like seeing your national air carrier on an airport across the world. It feels a bit like home in a strange kind of way. It is one of the pillars of success for fast food chains such as McDonald’s. Because you are exposed to them everywhere, all across the world, McD becomes familiar to you, and it makes many people tend to feel more secure to eat there instead of at the food stalls on the streets of Bangkok, which is a major mistake! Nothing, nothing beats eating Thai street food. I almost can’t make a better case than this that mere exposure sometimes makes you make worse decisions.      

This flaw in decision-making has to do with a cognitive bias: ambiguity or uncertainty aversion. This is the human tendency to favour the known over the unknown, including known risks over unknown risks. This is why stockbrokers tend to invest in domestic companies more often, even though international companies are showing better numbers. But it also prevents people like me and you to invest in stock markets because it has risks that we cannot conceive of understanding. Even more severe is the fact that people choose to withhold from medical treatments if the risks are unknown

If you want to help people to make better decisions, you, therefore, need to be very aware of their anxieties.

Please check out, our Influence Framework© if you want to learn more about the effect of anxiety on behaviour. It would be best if you avoided ambiguity whenever you can.

 

Using the mere exposure effect to reduce risk

You can also minimise risk perception by again using the mere exposure effect itself. We, as humans are social animals. We want to be liked, we want to be like others, and we want to belong to a group. This is an innate human desire: we all want to be part of something bigger and want to feel respected and accepted. This is the reason why people tend to favour but also trust people who are similar to them.

It will reduce someone’s uncertainty when you expose them to a similar other.

Preferably several times. Let me illustrate this with an example. We worked for an institution that provided a debt relief program for youngsters with serious debts. The program was free of charge, but the attendance rate was meagre. When we conducted Behavioural Research, we revealed that the youngsters had extreme anxiety. They didn’t feel the debt advisors were people like them. When we communicated and showed, truthfully, that the advisors were all people like them that used to have debts themselves, the willingness to attend the program skyrocketed. We merely exposed them (at several touchpoints) with similar and familiar others which reduced the uncertainty aversion and boosted the desired behaviour.

 

Using mere exposure to have personal influence

If you want to influence someone by using the mere exposure effect, you can do two things. First of all, repeat the message you want to convey over and over again. Of course, connecting the message to genuine human insights as you can unlock with our Influence Framework©. You can use literal repetition, but synonyms can also work. A ‘master’ in using repetition is Donald Trump. Just take a look at how Trump answered a question at Jimmy Kimmel live, analysed by Evan Puschak

Visual source: Evan Puschak

What do you think after reading this text? Do you think we have a problem or not? And do you believe it is a minor problem or one that could harm us? Unfortunately, this rhetoric works. But we can learn from it. Not only how we can influence someone (please don’t turn into a Trump) but also how we are influenced on a system 1 level by the mere exposure effect ourselves.

But there is another way to make this mere exposure work for you without you having to turn into a Dumb.

You can also try to be visible yourself around the people you want to influence. Be repetitive exposure in person.

In his book ‘How Brands Grow’. Byron Sharp delivers scientific evidence that brands grow not by positioning or differentiation, but by salience. He introduces the concept of ‘mental and physical availability’. The more people see a brand or the more it is evoked in people’s memory; the more people will trust and buy that brand. Again, it shows that:

Familiarity breeds liking.

I believe the same goes for you being influential, as the findings of Sharp make sense and connect with the mere exposure effect. So, know that you’re the brand called you. Make yourself familiar by merely being around and make it easy as possible for people to reach, see or talk to you. And use repetition in your communication.

Be careful not to overexpose.

Not in words, visibility or advertising. Overexposure maybe makes up for arty pictures, but it is an art that is only appreciated by a few. Just a small but essential side-note repeating is not the same as copying. To be perfectly clear. Some people kind of misunderstand what repetition is about and are more in the business of stealing. And not even as an artist I may add.

Visual source: CNBC

Using mere exposure to build better relationships

Now that you are familiar with the mere exposure effect, you can also use it to build better relationships with people. Familiarity is the foundation of every relationship. You share more with people you have seen more. Mere exposure builds interpersonal trust. So, whether you want to earn the trust of a friend or your partner’s friends, your family or your colleagues you need to show up more. Invite them over for drinks, talk to them more often, go to get-togethers or send them a message now and then. It’s how salespeople or the best account managers operate by nature. They remember birthdays, make house calls, and keep in touch regularly. In the end, the unconscious decision-making part of people’s brain will prefer who they are comfortable with.

 

Using mere exposure to help solve societal problems 

I briefly touched upon the relationship between anxiety and mere exposure. However, anxiety doesn’t always have to be a bad thing; you can also use it to your advantage. The mere exposure effect can help people become more aware and more willing to take action for severe problems. Researchers exposed participants to images of environmental risks and directed their attention repeatedly to a subset of these risks. When the participants were asked about those risk they were exposed to more often, they indicated to judge these risks to be more severe, more frightening, higher priority and more distinctive than risks they were exposed to fewer times. The researchers, therefore, suggest that mere exposure can increase the perceived severity of environmental risks because it increases the fear and distinctiveness of those risks.

I wouldn’t promote fear-mongering by the way, but this research does show that you need to expose people more often to a message to have an effect on memory and action. As we are facing some serious international issues today, it could be beneficial to see if we can leverage the effect of mere exposure. Sometimes people need to be shaken up a bit to care; I don’t know what the right balance is of the amount of fear. Just like a photograph can turn out wrong because of overexposure, the same goes here. Given is, you shouldn’t overdo it. 

Mere exposure: don’t overdo it

Not all exposure is good exposure. Too much exposure can lead to conflicting feelings. Whether it is a person you see too much, or a brand or a communication. It can cause indifference, or something called ‘audience fatigue’. People reach a saturation point. So, you have to find a balance in the number of exposures. But also, the quality of exposures matters. Take a look at this social thread on Tide adds that people seem to dislike much

Visual source: Reddit

When following Byron Sharp’s thinking, you could argue that the quality doesn’t matter and at least Tide has built mental availability. There’s certainly truth in that. But the fact is, too much exposure can decrease liking. Psychologist Wilhelm Wundt discovered that:

People’s enjoyment rises when an idea, experience or product is new, but when it becomes overly familiar, the joy will drop. 

Visual source: the Wundt Curve (see resources below)

 

The lesson we can learn from this is that yes, we want to build familiarity. But we can build sustainable relationships by changing a familiar product, service or even yourself just enough to make the experience new again. This is why making incremental changes can be a tactic to keep benefiting from the mere exposure effect. And by the way, Wundt also discovered this is the way arousal works. So, if you want your partner to keep longing for you need to get out that familiarity comfort zone. Time to dust of those worn-out habits and find some new excitement.

 

Using mere exposure to study and remember 

Next to the fact that exposing people to something multiple times is what will activate the exposure effect, there is also the question of timing. When do you expose someone? I guess we have all grown up with the habit to repeat, repeat, repeat to learn new stuff, remember it and reproduce it in tests. What we did back then (and maybe still are doing now) is using repetition to help us remember. But what we were never taught is how to apply this mere exposure effect on ourselves to get a maximum result. And this all has to do with the timings of the exposure.

The best learning experience comes from so-called spaced repetition.

It is one of the most powerful techniques to help your brain recall information (also check out my post about chunking). It would be digging a hole here to dive into the Behavioural Design of learning right now, but to bring you up-to-speed quickly. The benefit of spaced repetition is based on the research of Ebbinghaus who has discovered the Forgetting Curve. This curve shows we forget things over time. 

Visual source: Farnham Street blog

 

But we can change the curve by adding space between the repetition. Or as Ebbinghaus said himself:

With any considerable number of repetitions, a suitable distribution of them over a space of time is decidedly more advantageous than the massing of them at a single time.

Visual source: Farnham Street blog

 

I will dedicate a particular blog to the way you can boost your learning experience using spacing and achieve memory mastery by using repeated exposure. For now, this quote of John Medina, author of ‘Brain Rules’ wraps it up nicely:

How do you remember better? Repeated exposure to information in specifically timed intervals provides the most powerful way to fix memory into the brain. …Deliberately re-expose yourself to the information more elaborately, and in fixed, spaced intervals, if you want the retrieval to be the most vivid, it can be. Learning occurs best when new information is incorporated gradually into the memory store rather than when it is jammed in all at once.”

Conclusion: mere exposure is applied behavioural design

To conclude, mere exposure provides people with a shortcut that lowers their cognitive overload in deciding something is valuable or not. By repeatedly exposing someone to something or someone, you can build liking, trust and memory. And it can help people to make better decisions and to shape desired behaviours. How’s that for making behavioural economics work in practice? Not bad, not bad at all.

 

Astrid Groenewegen
Co-founder SUE | Behavioural Design

 

 

Resources (in order of appearance):

Want to learn more?

Suppose you want to learn more about how influence works. In that case, you might want to consider joining our Behavioural Design Academy, our officially accredited educational institution that already trained 2500+ people from 40+ countries in applied Behavioural Design. Or book an in-company program or workshop for your team. In our top-notch training, we teach the Behavioural Design Method© and the Influence Framework©. Two powerful frames to make behavioural change happen in practice.

You can also hire SUE to help you to bring an innovative perspective on your product, service, policy or marketing. In a Behavioural Design Sprint, we help you shape choice and desired behaviours using a mix of behavioural psychology and creativity.

You can download the Academy brochure here, contact us here or subscribe to Behavioural Design Digest at the bottom of this page. This is our weekly newsletter in which we deconstruct how influence works in work, life and society.

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The Forces That Shape Behaviour Change

Books I loved in 2020, and why you should read them too (updated)

By All

I know it’s a bit of a cliché to make lists like these. But on the other hand, I love to read these curated lists myself. Exciting reviews and recommendations always inspire me to buy books for myself. So here’s a list of the books I think you’ll love as much as I did. The list is as random as my reading habits. I sincerly hope I can succeed in triggering your curiosity to buy at least one of these books. Update January 25th 2021: How could I forget not to include “The Invention of Nature”, the biography of Alexander von Humboldt! Check out why below.

Category: History

The Invention of Nature: The Adventures of Alexander von Humboldt, the lost hero of science. 

This book blew me away. Von Humboldt’s life is marked by an endless curiosity about understanding the world and the principles of physics, biology and nature. He lived in an era that marked the beginning of scientific enquiry and in a way he was the posterchild of that era. Von Humboldt combined an insaturable curiosity with total fearlessness and a sense for adventure. One of the best biographies I ever read. Highly recommended.

HHHH by Laurent Binet

This year I read this book for the third time. The best way to describe the book is that it’s the journey of a neurotic historian who gets into a conversation with his readers about his struggle to tell the story of the assassin of Heinrich Heidrich in Prague. It’s hilarious and fascinating. If I would have had a history teacher like Binet in high school, I’d probably become a historian. I also re-read The Seventh Function of Language. I love this book, but you have to have a bit of background in French philosophy to appreciate his mockery of the scene around Foucault, Derrida, Jakobson, Lacan and others. I also loved his latest book Civilizations, a thrilling fictitious history of what would have happened if Columbus failed and the Incas would have conquered Europe.

Midnight in Chernobyl by Adam Higginbotham

This book made a significant impression on me. It tells the story of the nuclear disaster in Chernobyl. You get a deeper understanding of how the Communist System shaped the behaviours that eventually lead to the nuclear disaster in 1986. The story of Chernobyl is the story of a system that produced layer upon layer of bureaucrats that only wanted to hear good news and who were obsessed with success and glory at all costs.

I previously wrote a blog about this book here.

Several books by Philipp Blom

This year I discovered the historian and philosopher Philipp Blom. What a lucid writer. A Wicked Company, the forgotten Radicalism of the Enlightenment takes the reader to the Seventeenth Century philosophical salons where Diderot, D’Holbach and their famous guests like David Hume lay the radical intellectual groundwork for a new theory on humanity that doesn’t require a God.

Fun fact: The famous philosopher Jean-Jacques Rousseau, the writer of Emile, a famous treaty on education, got five kids with his mistress and got rid of all babies. He was also a paranoid, vicious man, quite in contrast with his philosophy.

What’s fascinating about this history is that one salon in Paris created the circumstances in which the greatest minds of that era connected, cross-pollinated and pushed each others thinking and writing. If the saying is true that “you are the average of the five people you hang around with”, then this was the place where the 0.00001% of lucid minds came together. A great reminder that brilliance is the product of creating the right context. 

Other books I enjoyed by Philip Blom (in Dutch):

  • Wat op het spel staat. The book hasn’t been translated yet. A highly recommended read on the challenges we’re facing today due to climate change and robotization, where Blom shines a historical light on the challenges we’re facing.
  • Het Grote Wereldtoneel. A marvellous essay on the battle between the stories that define our view on the world. Blom argues that we need new collective narratives to deal with the current challenges.

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Category: Economics

Alchemy by Rory Sutherland

Whenever people ask me to recommend a book on behavioural science, this is the one I recommend. Alchemy is witty, creative, sharp. Rory Sutherland knows how to make you fall in love with the intriguing world of behavioural economics. His book challenges flawed human understanding in the way we think about designing products, services, policies and our private life. When you embrace irrationality, you will come up with highly counterintuitive ideas that can make a huge difference.

Tip: You can also listen to Alchemy as audiobook on Storytel, read by Rory himself.

Angrynomics by Marc Blyth and Eric Lonergan

I have written about Mark Blyth several times. He’s a Scottish-American professor in political economy at Brown University. He wrote a lot about austerity, arguing that austerity is the dumbest solution to an economic crisis. Angrynomics is a relatively short book in which Blyth and his co-author Eric Lonergan attempt to build up an economic theory on why we’re witnessing so much anger that has been captured so well by populists. I loved the book because it read like a little masterclass in economic theory. Blyth is also fascinating and funny to watch or listen to online.

Fantoomgroei by Sander Heijne and Hendrik Noten. 

I sincerely hope this book is going to get translated into English. Hendrik and Sander did a fantastic job exploring a simple question: Why is it that the economy is booming, but less and fewer people benefit from this boom? They explore how we became obsessed with the economy while forgetting that the economy should be instrumental in shaping society. Fantoomgroei inspired my liberal friends and me to think about how the rules and the beliefs underneath the current economy produce growing inequality. It explores how to fix it through more cooperative ways of thinking

Category: Science

How Innovation Works – Matt Ridley

I discovered Matt Ridley this year after listing to the interview that Naval Ravikant did in his podcast. His most recent book, How Innovation Works is an excellent history of innovation. A highly counterintuitive insight is that invention is never the product of a lone genius. On the contrary, innovation is somewhat in the air at some point in history. And for every great invention, several inventors were working on cracking the problem at the same time. Ridley is one of those great minds, comparable with Yuval Harari. I started reading Genome, a book about our genes’ history but didn’t finish it yet. His 2010 bestseller The Rational Optimist blew my mind. You can think of it as a history of human problem-solving capacity and if you need some antidote to apocalyptic climate change fearmongering, then this is your book.

Category: Creativity

Obliquity by John Kay

Fascinating book. It’s a bit of a cult book in the planning community. Obliquity makes a strong case for approaching goals indirectly. If you want to get rich, never go after wealth. If you’re going to get happy, never chase happiness. If you want to learn how the pursuit of financial goals time and again turns out to be the fastest path to oblivion for companies, read this intriguing little book. 

Range by David Epstein 

This book was one of the most recommended books by the Farnamstreet blog learning community. It’s a great book about how we learn. The core idea is that true mastery is all about combining skills, instead of focus on learning just one. Real outperformers seem to combine know-how from multiple disciplines. But the book is much richer than this elevator pitch. Tons of insights on how to learn. For instance: You will learn much faster if you try to apply the theory and fail. Failing fuels your curiosity for the right approach, and as a consequence, your learning experience becomes much more profound. This is a book I’ll have to re-read multiple times.

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How do you do. Our name is SUE.

Do you want to learn more?

Suppose you want to learn more about how influence works. In that case, you might want to consider joining our Behavioural Design Academy, our officially accredited educational institution that already trained 2500+ people from 45+ countries in applied Behavioural Design. Or book an in-company training or one-day workshop for your team. In our top-notch training, we teach the Behavioural Design Method© and the Influence Framework©. Two powerful tools to make behavioural change happen in practice.

You can also hire SUE to help you to bring an innovative perspective on your product, service, policy or marketing. In a Behavioural Design Sprint, we help you shape choice and desired behaviours using a mix of behavioural psychology and creativity.

You can download the Behavioural Design Fundamentals Course brochure, contact us here or subscribe to our Behavioural Design Digest. This is our weekly newsletter in which we deconstruct how influence works in work, life and society.

Or maybe, you’re just curious about SUE | Behavioural Design. Here’s where you can read our backstory.

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behavioural Design

Applied behavioural science series: The Power of Chunking

By All, Behavioural Science Insights

Behavioural science is fascinating. Understanding some of the fundamentals of human decision-making will give you far more control over successful outcomes of personal and professional goals than you might have ever expected. But how do you turn this science into practice? This is a blog series highlighting the best insights from behavioural science translated into how to make them work for you daily. Behavioural science applied. To help you make better decisions that will help you improve your wellbeing, work and society. This is part 1 of this applied behavioural science series: the power of chunking. Or, How to improve your capability to remember and learn.

Behavioural science: The power of chunking

One thing we all want more of in life is simplicity. In fact, mostly, our brain loves simplicity. We all have a very ingenious decision-making system in between our ears that helps us make decisions with as little effort as possible. Even now, your brain is continuously working hard for you to do as little thinking as possible. Most of the choices we make are based on automatic shortcuts. To save brain bandwidth for the decisions, we do have to contemplate rationally.

This so-called two systems thinking, that was discovered by Kahneman and Tversky, is actually a lifesaver if you imagine an average person is making 35.000 choices a day. Varying from minor decisions, such as should I step to the right? To decisions that have a greater impact, such as should I hire this person? Making all these decisions consciously would go beyond our cognitive abilities, so we need our subconscious mind.

But the truth is, sometimes we want to be consciously aware and remember things. We want to have the capability to learn, for instance. And well, you need some conscious awareness for that. That’s where the technique of chunking can help you out. In Behavioural Design, a very important notion is the fact you can boost desired behaviour if you make the behaviour easier to perform. In our SUE | SWAC Tool©, this is referred to as your capability (can you perform the desired behaviour).

So, let’s get back to learning and remembering. How can we make it easier for you to learn and remember? If you take the way our brain operates as a starting point, we need to start at the notion that our brain loves simplicity. By chunking or grouping separate pieces of information into chunks, this is exactly what you will be doing. Let me give you an example. Read these three sentences once and then say them out loud by heart:

Remember far is to information easier
Pieces is divided into up it if
Our logical are head that patterns in

Quite hard, right? Now, try these three sentences:

Information is far easier to remember
If it is divided up into pieces
That are logical patterns in our head

I bet; this time it was no problem at all. Fact is, it was exactly the same information only represented in another way.

Our brain is a pattern-making machine, as soon as we can discover patterns it is much easier to make decisions or to remember things.

I read this very interesting book by David Epstein called Range. In one of the first chapters, he dives into what makes up for a savant. Those chess players or piano virtuosos that stun everyone from the age of 3 with their talent. You probably have heard of the 10.000-hour rule: you need to practice something for 10.000 hours to become really good at it. Only that way you can reach the savant or elite level.

Kahneman and Klein found this only holds true for domains that are characterized by predictable patterns and logic. Like playing golf, playing classical music or a game of chess: ‘There are rules, and boundaries and patterns repeat over and over, feedback is extremely accurate and usually very rapid’. Now, you probably don’t have the ambition or are a tat late age-wise, to become a savant, but still, something very interesting was discovered with savants that can be relevant to you and it has everything to do with chunking; The plot thickens George Villiers would say.

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Change in perception: you don’t need 10.000 hours.

It was often thought that next to the 10.000 hours of repetitive exercise, savants had another characteristic. Savants must have a photographic memory. A logical conclusion if you witness young children who play symphonies by heart or four-year-olds that beat chess players ten times their age with impressive high-pace gameplays. But the truth is, savants in the predictable domains are masters at chunking.

Several savants were put to the test by different researches. Epstein refers to an experiment National Geographic TV did with Susan Polgar, the world’s first female chess grandmaster; they printed a mid-game chess play with 28 pieces on the side of a truck. Susan glanced at the truck and then recreated the game flawlessly. When they printed a random play with fewer chess pieces on the truck, she could barely recreate the play. It lacked existing chess patterns.

Chess players don’t have photographic memories and remember every single chess piece; they chunk meaningful pieces together that form familiar patterns.

Chunking may seem like magic, but it comes from the patterns savants have locked into their memory in those 10.000-hour repetitive study. Interested to know more about how to optimise your learning experience? Here’s were you can read sone more on spaced repetition. A variety of chunking applied to learning.

Chunking is all about presenting information in a way that it is easier to process for people.

So, the good news is: you don’t need a photographic memory to remember things. Better news still, you don’t need to put in 10.000 hours to be a chunking master. The world we live in is often far less familiar and predictable than golf, chess or classical music. ‘Our rules of the game are often unclear or incomplete, there may or may not be repetitive patterns, and they may not be obvious, and feedback is often delayed, inaccurate or both’. So, focusing for 10.000 hours on patterns in daily life is less relevant.

Chunking can help people make sense of the complex world they live in.

You can use chunking to help someone make sense of what you are offering them or what you want them to do. But chunking is more than just providing someone with a logical pattern. If you chunk information or to do’s or goals, you are breaking-up a larger whole. Chess players don’t remember a whole game strategy; they remember parts of the tactics. So, when looking at behaviour:

Chunking can work as a way to break-up a harder to perform behaviour into smaller, manageable steps.

 

How to change habits using chunking

Some practical examples that may help you boost your sales, change the attitude in consumer behaviour or effectively design a customer experience or user experience. Let me start by telling you how to change habits using chunking: If you want someone to quit smoking, a sticky habit, that CAN be very difficult to change.

You can make it simpler by breaking up the quit-smoking-behaviour behaviour into chunks. The NHS has introduced a perfect example of this thinking. They help people stop smoking by not by focussing on quitting smoking at once but by helping someone step-by-step. First, you can apply for a free ‘stop smoking kit’. It contains things like nicotine patches and a squeezy toy to give you something in hand to replace your cigarette. But they guide you towards the end-goal of quitting smoking easily. By for example, first sticking on the patches and sending you motivational emails.

Visual: NHS

 

If you break down a goal into smaller steps, people feel more confident that they can reach the end-goal.

Therefore, chunking is also very effective in helping someone reach their goals. But also consider using chunking if you are trying to achieve a goal. Don’t focus on running the marathon at once, but start at 1K, 5K, 10K. You will get there in the end (and if not, running is just not your thing which I can relate to completely but that’s a different story).

 

How to improve sales conversion using chunking

Let’s check out some more examples of companies who do a good job adding chunking to their offering and who combine this technique from behavioural economics in marketing or advertising. The first example is the blogging platform Ghost which shows that chunking may help you improve your sales conversion and get you more online sales. Maybe you have ever heard of the ‘aha moment’ describing that point that people start to get value from a product and keep on using it. Ghost introduced a simple five-step process to guide users to the essential steps to get value out of the platform. These steps are laid out for users, and they see a satisfying green check mark and a strikethrough for tasks they’ve completed.

The only challenge with having someone takes steps on your website is that they have to be online to see the site. This was solved by Ghost by sending users who had left the online set-up process conditional emails depending on where they left off in the process.

Visuals: ghost.com

 

These emails gave clear guidance on how to finish the step. Eventually, they were able to boost the efficiency of their conversion rates with 370%, only by chunking the behaviour into smaller steps and guiding people through them.

 

How to shape behaviour using chunking

Another company who helps people develop good financial behaviour by chunking tasks is HelloWallet. They do this via a weekly Sunday email that contains just one small manageable financial task for users to focus on – perhaps merely setting up a holiday savings fund, and no more. HelloWallet points out that it takes just three minutes to set up, and by dividing up savings behaviour into smaller weekly chunks, people begin to develop better financial habits and are more likely to meet their goals. HelloWallet’s research shows that success in these small tasks builds people’s confidence and make them feel more able to tackle their finances.

Visual: HelloWallet

 

How chunking helps us remember things top of mind

Another upside of chunking is that our capability to receive and retain information improves.

You probably have experienced it yourself: have you ever better remembered a phone number by chucking it? For instance, the SUE | Behavioural Design phone number is (+31)202234626. But I remember it by chunking it: 223 4626 (the country and area code are in my automatic brain already so I don’t have to chunk those). This is why our phone number is also displayed in chunks on our website: To make it easier for visitors to remember it.

Why chunking works psychologically is that the chunks are seen as one ‘unit’ of information.

So, instead of remembering all separate digits, I just have to remember four chunks. Making the cognitive steps smaller. There now maybe is a question that comes to your mind. Is there anything known about the optimal number of chunks? Well, this has been researched. Early behavioural research revealed that humans best recall seven pieces of information plus or minus two. However, more recent studies show that chunking is most effective when four to six chunks (or steps) are created.

Conclusion: chunking is applied behavioural design

To conclude, chunking is a practical user-centred design approach that helps people to make hard behaviour easier to do.

By limiting steps or units of information, someone has to do or remember you help them lower their cognitive needs. At the same time, you boost their confidence, memory and capability to perform the desired behaviour. How’s that for making behavioural economics work in practice? Not bad, not bad at all.

 

Astrid Groenewegen
Co-founder SUE | Behavioural Design

 

 

Resources (in order of appearance):

BONUS: free ebook 'How to Convince Someone who Believes the Exact Opposite?'

Especially for you we've created a free eBook 'How to Convince Someone who Believes the Exact Opposite?'. For you to keep at hand, so you can start using the insights from this blog post whenever you want—it is a little gift from us to you.

Download ebook

Go ahead, it’s completely free of charge!

How do you do. Our name is SUE.

Do you want to learn more?

Suppose you want to learn more about how influence works. In that case, you might want to consider joining our Behavioural Design Academy, our officially accredited educational institution that already trained 2500+ people from 45+ countries in applied Behavioural Design. Or book an in-company training or one-day workshop for your team. In our top-notch training, we teach the Behavioural Design Method© and the Influence Framework©. Two powerful tools to make behavioural change happen in practice.

You can also hire SUE to help you to bring an innovative perspective on your product, service, policy or marketing. In a Behavioural Design Sprint, we help you shape choice and desired behaviours using a mix of behavioural psychology and creativity.

You can download the Behavioural Design Fundamentals Course brochure, contact us here or subscribe to our Behavioural Design Digest. This is our weekly newsletter in which we deconstruct how influence works in work, life and society.

Or maybe, you’re just curious about SUE | Behavioural Design. Here’s where you can read our backstory.

sue behavioural design
Leading Distributed Teams Report

Leading Distributed Teams – Behavioural Research Report

By All, Citizen Behaviour, Employee behaviour

Today we published a report called “Leading Distributed Teams”. The report is the output of a behavioural research project did in April 2020. We wanted to learn how working as distributed teams affect team behaviour in terms of productivity, creativity and wellbeing. From a scientific point of view, the COVID-19 crisis is a god gift. It’s nothing more than a gigantic A/B test that offers us a unique opportunity to learn how office-work and home-work have an impact on team behaviour.

Leading Distributed Teams Report

What the Covid crisis can teach us

The Corona-Crisis provides us with a unique learning opportunity for designing the ultimate gratifying work, combined with the perfect work-life balance. This report offers a deep understanding of how distributed working contributes to this. More importantly, it gives managers and leaders lots of practical insights into how they can coach their team to benefit the most from distributed working. 

The essential idea from the report is that if you want to understand team behaviour, you need to take the human behind the professional or manager as your point of departure.

If you want to understand the humans in professional teams, you need to understand their deeper needs and desires they wish to see fulfilled and their more deep-seated fears and anxieties they want to be tackled. 

That’s why the question “Is working from home better than working in the office?” is not the right question. It’s much more interesting to turn this question outside-in and ask ourselves:

How might ‘distant working’ or ‘working in the office’ help people to

  • Be more successful in achieving their goals?
  • Overcome bad habits like being distracted?
  • Take away fears and uncertainty about their performance?

The answer to this question can pave the path to a very near future in which we can experience the joy of being part of a high-performance team. At the same time, having more than enough time left to pursue our personal goals, instead of wasting too much time in our lives on traffic jams, pointless meetings, highly distracting office spaces and patronising managers.

What you will learn in the report

The big challenge for the managers and leaders who need to manage their teams will be to promote the positive behaviours that contribute to high-performance output and wellbeing while suppressing the behaviours and habits that stand in the way of achieving these outcomes. 

This research paper will give you a deep understanding of: 

  • The behavioural forces that make or break team success.
  • How offices both promote and kill high-performance team behaviour.
  • How working from home solves some negative office dynamics.
  • How working from home create new challenges that need to be solved.
  • How managers can lead distributed teams successfully.

There are two ways to download the report

We understand that reading this report requires a bit of a time investment (probably 30-45 minutes). But I promise you will learn a lot if you do. You will have a more profound understanding of the problem if you take the time to read the quotes that people gave to express their feelings and thoughts.

behavioural design - illustration birdeyes

Executive Summary

Read the executive summary if you want to pick up the most critical insights and recommendations.
Take me there

Full Report

Study the full report If you want a deeper behavioural understanding of the forces that boost or inhibit high-performance output.
Take me there

Interested in turning these insights into action?

There are several ways in which you leverage Behavioural Design to boost your team’s performance and your talent’s personal development. Contact us for more information or click on the links below to find out more right away.

ONE-DAY TEAM WORKSHOP

We can help boost your team’s collaboration, motivation and development. Our one-day in-company ‘Habits of High-Performance Teams’ workshop is a great opportunity to get you team together again and have them reinvent working together.

BEHAVIOURAL DESIGN SPRINT

We can help you innovate and grow your team in a Behavioural Design Sprint: a fast-paced, evidence-based approach to leverage behavioural science to achieve operational excellence.

BEHAVIOURAL INSIGHT SPRINT

We can help you unlock the behavioural barriers and boosters that can help transform your team to a high-performance team in a Behavioural Insight Sprint.

How do you do. Our name is SUE.

Do you want to learn more?

Suppose you want to learn more about how influence works. In that case, you might want to consider joining our Behavioural Design Academy, our officially accredited educational institution that already trained 2500+ people from 45+ countries in applied Behavioural Design. Or book an in-company training or one-day workshop for your team. In our top-notch training, we teach the Behavioural Design Method© and the Influence Framework©. Two powerful tools to make behavioural change happen in practice.

You can also hire SUE to help you to bring an innovative perspective on your product, service, policy or marketing. In a Behavioural Design Sprint, we help you shape choice and desired behaviours using a mix of behavioural psychology and creativity.

You can download the Behavioural Design Fundamentals Course brochure, contact us here or subscribe to our Behavioural Design Digest. This is our weekly newsletter in which we deconstruct how influence works in work, life and society.

Or maybe, you’re just curious about SUE | Behavioural Design. Here’s where you can read our backstory.

 

Cover image by: Alex Rosario on Unsplash.

sue behavioural design
sue behavioural design

Transforming an ad agency through behavioural design

By All, Employee behaviour

This blog post is the talk I gave at NowFest 2020, a global conference on Behavioural Science. We were asked to talk about how we successfully transformed from an ad agency to a design and innovation consultancy. This is the story of all the things we learned while making lots of bad decisions along the way. So if you work in the ad industry and you’re struggling with your business model, then this might provide you with some inspiration on where to look for answers. If you prefer to see the whole talk. I included the video below.

Part 1: The existential crisis as an agency

About ten years ago, Astrid and I were leading an advertising agency in Amsterdam. According to the market, we were doing great. We won a Dutch “Agency of the Year” award, and we were doing award-winning work for brands like Nike. The problem was: we hated every bit of it, and we felt that there were several trends that didn’t look promising for the future of the ad agency business model. Both our customers and the market were changing.

Customers were changing
After their CEO’s went on a pilgrimage to Silicon Valley, they all saw the light and every big client was going through two transformation waves:

    1. Digital transformation, which meant they were now getting obsessed with everything measurable and easy to optimise. Advertising started to be seen as this old medieval art in comparison with this new obsession, and investment in advertising shifted to programmatic and tactical, instead of creative.
    2. Agile transformation: our customers were starting to work in multi-disciplinary teams around customer segments and around customer journeys. The consequence of this is that more and more creative marketing was taking place within the teams, as opposed to being outsourced to agencies.

Markets were changing
Digital disruption was on its way. At that time we had a quote up our wall by Rei Inamoto – the former ECD from AKQA – that said: Business models from the least expected angles or players could disrupt your business faster than advertising can save it”. So more and more clients were betting their money on trying to cut costs and figure out how to fight the incumbents.

It was the hight of the aftermath of the financial crisis. Everyone in the industry was talking about how to build “the agency of the future”. But the problem was: All the interesting and exciting things were taking place outside our industry. To name four domains that inspired us:

  • The Conversion Optimisation community was (and still is) the hacker avant-garde of digital marketing.
  • The Persuasion design / UX community, because they re-introduced psychology into design.
  • The Lean Startup Community, because they were combining both psychology and conversion optimization to figure out the laws of marketing growth.
  • Most thinking about Creativity came out of the industry: Ideo introduced ‘Design Thinking’ as a creative process and Creativity.inc by Ed Catmull from Pixar on how to manage a culture of creative excellence.

We were deeply frustrated with our inability to transform the agency from within. Our creatives mistook creativity for originality and were obsessed with awards. Probably because they perfectly realised that what they were doing was utterly pointless.

Would you like to power up your team or project with behavioural intelligence?

Feel free to contact us. We are happy to tell you more about our consultancy or academy. Helping you innovate, transform or grow levering insights from behavioural science in practice.

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No worries, no strings attached!

Part 2: The path to transformation

(solution version 1)

In 2011 we decided to quit the agency we were leading and start our own company in an attempt to design a solution that could deal with all the challenges above. We called the company SUE, named after “A Boy Named SUE“, the beautiful song by Johny Cash. Four principles or beliefs formed the foundation of SUE:

The core of what we do is behavioural change, not communication.
You probably know the famous aphorism by Charly Munger who said “To a man with a hammer every problem looks like a nail”. Well, to a branding guy, every problem looks like an advertising problem. To an ad guy, every problem looks like an advertising problem. But a behavioural designer should be agnostic to the tools he or she uses to shape behaviour: comms, design, physical spaces, framing, technology,…we even did an intervention in which we used children to prevent parents from picking up their phone while driving. As long as it contributes to the desired behavioural outcome, the medium is just a tool. Behavioural designers combine psychology, technology and Creativity to figure out how to influence minds and shape behaviour.

We believe that creativity is a step by step process, not the product of genius creatives.
We were tired of the advertising myth of brilliant creative teams. We strongly believe that the quality of the output is a function of the quality of the input and the process.

We believe that the separation between research, strategy and creativity into silos makes no sense.
If you have a research agency for your Research, a strategy company for your big strategy, an ad agency for your Big Idea and a production company for your design and production, the process will produce lots of waste. They all tend to act upon the executive summary of the previous stage and selectively pick the insights that fit with their own framework. Instead, we felt that behavioural designers should do research and strategising themselves. If they did the research themselves, they would have had a much deeper understanding of the problem.

Since we’re dealing with humans: we should always be prototyping and testing to learn and improve.
We should shred our expert bias and embrace uncertainty and a hunger for learning and improving.

The idea sounded good in theory. But let’s first delve into what we did wrong:

  • We still called ourselves an agency. Therefore in the mind of the market, they put us in the ad agency frame. That was problematic. We wanted to solve the briefings in different ways, but in the end, we were working for the campaign managers, and they just wanted a campaign. So we attracted ‘ad agency clients’.
  • We made the classic startup mistake of hiring too many people who could work on the projects while neglecting supporting sales and marketing.
  • We couldn’t figure out how to design our process in a way that made economic sense. We introduced the Behavioural Design Sprint as our method, but we had five people per sprint team.
  • We also suffered from the famous Kruger-Dunning effect. We were very confident that we could quickly master marketing automation, but that problem of finding the sweet spot between technology and creativity was hard. If you think of it: most inbound marketing is obsessed with tactics, but sucks at impact.

We thought we had the answer to “the agency of the future”-challenge: introduce creative methodology, marketing technology and behavioural sciences into the process, and your clients will love it.

The problem was: We were thinking too much inside-out. We were trying to transform from within, but the problem was the ad industry itself.

Back in 2017, this culminated in a crisis. On Easter day, we were sitting in a supermarket eating breakfast, exhausted with a 6-month-old baby that didn’t sleep and our accountant called. It’s never good news when your account calls on a holiday. He said: are you guys aware of the fact that you are loosing 100k per month and you’ll be bankrupt within three months if you don’t act?

That sucked.

Big time.

We had about two days to figure out if we would stop or tackle the problem. We chose the latter.

 

Part 3: When we finally got it right.

The nice thing with running out of cash is that you have to make bold decisions. There are no other options. We did a series of interventions:

Intervention 1: Staff.
We had to fire about 15 people. That burned our cash reserves even more, but there was no alternative. We needed to start from zero if we wanted to succeed.

Intervention 2: We stopped being an agency and turned into a consultancy
The difference turns out to be substantial. We were betting on the belief that the market changed from outsourcing creativity to agencies, to developing customer intelligence capabilities internally. So said to clients: don’t hire us to do your campaign, but hire us to help you to improve your product, service, marketing or customer experience through behavioural science.

Intervention 3: We decided to claim the word “Behavioural Design”.
At that point, the term was not owned by anyone. So the dilemma we had was: Nobody knows behavioural design, so it would be pure suicide to start a company on something that doesn’t exist. ON the other hand, it held the promise of a new story that we could own.

Intervention 4: The business model was still very fragile, so we started the Behavioural Design Academy.
We figured that if the market was shifting to more capability development, we should begin to offer training in how to use behavioural science to improve products, service and customer journey through a deeper understanding of human psychology.

Intervention 5: We productised our offering.
We were fed up with budget discussions, so we re-framed the whole pricing away from hourly rates to value-based pricing: you pay for the behavioural design sprint process. A 13-days process in which we do behavioural research, spot opportunities, come up with ideas, prototype the most promising ones, and test them with the users. A sprint is

Intervention 6: We made the Behavioural Design Method© the hero.
And by doing that we challenge some problematic market conventions worth solving: It solves the problem that the research industry is facing of not being able to turn insight into ideas. It solved the strategy problem of not being able to validate the power of the strategy until it’s too late – i.e. when the execution doesn’t work -, because we prototype and test the strategy right away.

 

What have we learned so far:

  • The Behavioural Design Academy is a huge success: We had over 45 nationalities who flew in for our two-day masterclass.
  • We are doing more in-company training programs all over the world, training teams in the Behavioural Design Method©.
  • We spiralled out of advertising and are now working on projects that exceed our wildest dreams: to win elections, fight radicalisation, transform team behaviour, design spaces, get people to save more, get people to donate. We had the honour to work on all continents for major brands and organizations.
  • Our clients like and respect us for what we do. It makes a great deal of difference if you’re in the business of making your clients smarter, instead of producing their campaigns. As an ad agency, your clients like you, but don’t respect you.

 

We transformed our company by putting deep human understanding at the heart of what we do. All the rest follows from this premise.

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How do you do. Our name is SUE.

Do you want to learn more?

Suppose you want to learn more about how influence works. In that case, you might want to consider joining our Behavioural Design Academy, our officially accredited educational institution that already trained 2500+ people from 45+ countries in applied Behavioural Design. Or book an in-company training or one-day workshop for your team. In our top-notch training, we teach the Behavioural Design Method© and the Influence Framework©. Two powerful tools to make behavioural change happen in practice.

You can also hire SUE to help you to bring an innovative perspective on your product, service, policy or marketing. In a Behavioural Design Sprint, we help you shape choice and desired behaviours using a mix of behavioural psychology and creativity.

You can download the Behavioural Design Fundamentals Course brochure, contact us here or subscribe to our Behavioural Design Digest. This is our weekly newsletter in which we deconstruct how influence works in work, life and society.

Or maybe, you’re just curious about SUE | Behavioural Design. Here’s where you can read our backstory.

sue behavioural design

How to design team behaviour?

By All, Employee behaviour

In this blog post I want to explore a fascinating phenomenon: how individuals morph into groups. Behavioural Science sheds some perspective on group behaviour in organizations and how to influence this in a positive way. So if you struggle with how to be creative, productive and happy within your team, then this blog is for you.

How do individuals morph into groups?

Groups are a fascinating psychological phenomenon. Put a random selection of people in a room, and their brain tries to figure out as fast as possible how to form a group. Every group quickly produces leaders, facilitators, followers and saboteurs. Some groups dissolve instantly into subgroups or couples. This process is mostly automatic and unconscious.

What’s even more fascinating is what happens when you throw in a new person into an existing group. Their automatic brain is working extra hours to decipher what the implicit rules of this group are: Who is the formal and informal leader? How do we talk to each other? What are the taboos in this group, and whom do I have to befriend? Is this group built on trust or competition?

In his autobiography “I am Zlatan Ibrahimovic“, the soccer superstar Zlatan Ibrahimovic tells the fascinating story of how the group culture of FC Barcelona, the biggest club in the world, psychologically broke him. Under the reign of coach Pep Guardiola, there was a stringent “act normal”-culture, to which most of their superstars (Messi, Iniesta) submitted themselves. For an eccentric personality like Zlatan, who grew up in the suburbs, this was a nightmare. Here are some more juice details, if you like football.

The behavioural rules of a group

A group is a set of unconscious rules that govern the interactions between the individuals within the group. This pragmatic definition gives us an interesting lens to look at the desired and undesired group behaviour in organisations. You can have as many fancy mission statements as you want, or you can have installed well-designed processes, in the end, people adapt their behaviour based on what they observe in the behaviour of others. Our automatic brain (system 1) is hardwired this way to pick up these cues and signals.

When people observe that some people get away with laziness, they will adapt their behaviour. If they see that the boss overrules decisions, everyone will work on getting approval first. Imagine they observe that autonomous decisions that didn’t turn out well are being punished by management. In that case, the whole group will fill its days by setting up meetings with the sole purpose of distributing risk and accountability to the team. And if the boss signals that his idea of good work is working long hours, you’ll quickly see everyone running around, working late and sending torrents of e-mails.

(continue below)

Would you like to power up your team with Behavioural Design?

If you wirsj to add behavioural intelligence to your team, be sure to check out our in-company training. Bringing your talent up-to-speed with the latest in behavioural science and teaching them hands-on methods and tools to apply this in practice right away. Tailormade to your organisation.

Check out in-company training

PS. We've trained many teams already! From leadership to project teams.

How to transform organisational culture?

Organisational culture is nothing more than the beliefs and behaviours that people learn by observing each other.

An optimistic, creative culture often grows on top of some game rules that might look trivial at first. We had a team once who decided to run a retrospective meeting of one hour every Friday afternoon. In this meeting, they committed to give honest feedback on each other: What went great? What could have been better? After three uncomfortable sessions, this team transformed from a collective of hardworking individuals to a group that was hungry to help each other to learn and grow, and to become exceptional. Out of this small intervention – the installation of a simple habit – a group emerged with a robust set of new rules. In the end this team transformed both the company, as well as the identity of the people in this group.

Want to learn more about designing group behaviour?

Our popular report “Leading distributed teams” is a great way to understand the hidden forces that shape employee behaviour. The report gives you great insights and interventions to transform a distributed team into a high-performance team that consists of creative, productive and happy team members. Or check out our special page about Leadership & Team behaviour to discover how Behavioural Design can shape desired behaviours and outcomes within organisations.

How do you do. Our name is SUE.

Do you want to learn more?

Suppose you want to learn more about how influence works. In that case, you might want to consider joining our Behavioural Design Academy, our officially accredited educational institution that already trained 2500+ people from 45+ countries in applied Behavioural Design. Or book an in-company training or one-day workshop for your team. In our top-notch training, we teach the Behavioural Design Method© and the Influence Framework©. Two powerful tools to make behavioural change happen in practice.

You can also hire SUE to help you to bring an innovative perspective on your product, service, policy or marketing. In a Behavioural Design Sprint, we help you shape choice and desired behaviours using a mix of behavioural psychology and creativity.

You can download the Behavioural Design Fundamentals Course brochure, contact us here or subscribe to our Behavioural Design Digest. This is our weekly newsletter in which we deconstruct how influence works in work, life and society.

Or maybe, you’re just curious about SUE | Behavioural Design. Here’s where you can read our backstory.

sue behavioural design

We are the product of the stories we inhabit

By All, Citizen Behaviour

In previous posts, I wrote about Identity, Growth-KPI, and economic policies as examples of macro-forces for behavioural change. They have a profound impact on how people behave in society. Today I want to introduce a fourth macro-force for behavioural change: Stories. I want to explain the central role of stories in how we think about ourself and the world. And I want to argue that stories are perhaps the essential ingredient of a strategy for behavioural change on a massive scale. As always, I hope you enjoy reading Behavioural Design Digest. Don’t hesitate to share your thoughts, suggestions or remarks at [email protected].

We are nothing more than actors in other people’s stories. 

A couple of days ago, as we were enjoying one of the first warm sunny days in July at our family’s summer house, I noticed a couple sitting outside at the nearby bungalow. They were sitting next to each other for more than 3 hours, drinking coffee, smoking cigarettes, staring into the abyss. They must have decided that, since it was summer, the smartest thing they could think of was to rent a bungalow on a bungalow park.

The whole scene struck me. It felt like this couple were actors in a story that went nowhere. And since there was no story left for them to participate in, they were sitting there, side by side. Numb and paralyzed. I imagined that probably 20-30 years ago, a different story must have structured their lives and their relationship. A story filled with dreams and plans. A story of what they wanted to become and the hero journeys they would embark upon to achieve those outcomes.

Would you like to power up your team with Behavioural Design?

If you wirsj to add behavioural intelligence to your team, be sure to check out our in-company training. Bringing your talent up-to-speed with the latest in behavioural science and teaching them hands-on methods and tools to apply this in practice right away. Tailormade to your organisation.

Check out in-company training

PS. We've trained many teams already! From leadership to project teams.

Who we are is produced mainly by the stories we inhabit

The whole scene reminded me of why Freudian and Lacanian psychoanalysis fascinates me so much. What the French Psychiatrist Jacques Lacan (see image above) highlighted in his re-reading of the work of Freud, was Freuds struggle to understand the essence of the concepts that define humans: Our identity, our desires, our unconsciousness, and our relationship with lust, authority and death.

Lacan argued that what Freud discovered was that there is no such thing as a self. The words I produce are not initiated by a core self that is running the show deep inside our brain. In contrast, Lacan argues that the ‘self’ is instead an emerging property. It emerges out of the words and stories that we inhabit.

You can think of your identity as a web of positions that are assigned to you. Your first position in life is your place as a child to two parents. They teach you over and over again how they expect you to behave. Then, during adolescence, you have to start searching for your own position. You borrow a lot from role models and friends, and in that process a new identity gradually takes shape. Then you find a partner. Your relationship with that partner is very much bounded by the rules that your culture offers for your role: You need to be loyal, faithful, produce a family, create a stable life, raise kids, etc. The moment you utter the words: I am your husband, and you are my wife, your thoughts and behaviours are being shaped by the hidden rules of what it means to be someone’s husband or wife.

Gradually, as you grow older, more and more storylines emerge and force you to play an ever more growing set of roles. Meanwhile, you try to figure out whom you need to be, to be recognized and appreciated by your friends, your team, your boss, your clients, your neighbours?

 

Being human is exhausting.

If you think about it: Being a human is pretty exhausting. We’re acting in a never-ending play that consists of multiple storylines. And this is exhausting for several reasons:

  1. The roles we have to play are often in profound conflict. If we want to develop an interesting character in our professional story, we need to show ambition. If we would like to make progress in the professional story, we need to invest in our skills, our network, and our relationship with our colleagues. We need to hunt for promotions, and we need to put up fights with our competitors. But this often conflicts with another demanding storey: The relationship story. Our relationship story demands that we act according to the rules of the script: be a loving, caring lover, father, and friend at the same time.
  2. We’re fundamentally insecure about what others are thinking of us. So we waste our time and money to set up all kinds of performances to signal the desired image to others. Comedian Will Rogers famously said, “Too many people spend money they haven’t earned to buy things they don’t want to impress people they don’t like.”.
  3. We have the tendencies to lose ourselves in these stories. Successful people are as much a victim of being lost in stories. I have had the privilege to work with many successful entrepreneurs, and they all reach a point where they suddenly realize that the leading role in the “success story” that they bought into, actually sucks. They got addicted to the part, and it brought them success and recognition, but they end up being bored and feeling lonely. If you think about it: The presidency of Donald Trump is nothing more than a never-ending obsessive desperate role-play to be seen as a successful businessman.

 

Why the current story sucks. 

Remember, the value of stories is that they produce our identities. Your identity is the product of the stories you inhabit. As I argued in my previous posts, the most important reason for the growing discontent in society is that people have lost confidence that the economy will produce an exciting future for them. What is there to dream for, if society has reduced you to a consumer of goods? If you’re robbed of the ability to secure a stable life and maintain that same level of living after retirement. How would you feel if you would be acting in a play in which a tiny elite re-writes the script to produce ever more wealth for themselves and burden society with all the costs, while climate catastrophe is looming on the horizon?

Unless you are part of the lucky few for which this storyline creates social status, prosperity and access to exclusive places and very cool friends, more and more people haven’t got that much to strive for, unless avoiding the stress of getting into trouble.

The story is broken.

Stijn Siekelink – a well known Dutch researcher on radicalization – argues that we should think of radicalization as an identity crisis that went wrong. Time and again, radicalized youngsters say that the Jihad Recruiters were the first people who gave them a perspective to be part of something that society wasn’t going to provide them with: status, purpose, pride, and identity. Jihadist recruiters understand perfectly well that their praying on a sense of being a loser. They offer a much more thrilling answer than regular societies.

 

What the new stories should look like. 

Why do we love movies or series? The simple reason is that we love exciting narratives. A well-crafted story has it all: a tension, a hero journey, a goal to strive for, and lots of obstacles that need to be overcome. Every movie in the history of the world follows this recipe. We, humans, crave for stories like these.

No think about your own life: When was the last time you had the feeling you were living the plot of an exciting movie? What was the last time you felt you were part of an epic journey? When did you think that the life you’re living was fueled with a desire to achieve something bigger than yourself?

There are so many major problems to be solved: Humanity can fix hunger, poverty, inequality, climate change, rewilding nature etc… but we’re no longer part of the solution anymore. We can all make individual choices, like driving electric, eating plant-based, travelling less, but these are all choices we make as a consumer. Everything else, we have outsourced to governments and international organizations.

The central thesis of my blogpost is the Freudian-Lacanian psychoanalytic concept that our identities are being produced by the stories we inhabit. If we don’t change the script, we’ll end up as bored and annoyed actors in a sad storyline. A boring narrative of success and social status. Meanwhile, there are so many epic adventures ahead of us to solve the world’s most pressing problems.

While the world is gradually turning into Instagram, we should live it more like Minecraft, a game in which people are encourage to join forces to create beautiful new worlds.

Tom De Bruyne
Co-founder SUE Behavioural Design

Image Courtesy: Joshua Rawson Harris via Unsplash

BONUS: free ebook 'How to Convince Someone who Believes the Exact Opposite?'

Especially for you we've created a free eBook 'How to Convince Someone who Believes the Exact Opposite?'. For you to keep at hand, so you can start using the insights from this blog post whenever you want—it is a little gift from us to you.

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How do you do. Our name is SUE.

Do you want to learn more?

Suppose you want to learn more about how influence works. In that case, you might want to consider joining our Behavioural Design Academy, our officially accredited educational institution that already trained 2500+ people from 45+ countries in applied Behavioural Design. Or book an in-company training or one-day workshop for your team. In our top-notch training, we teach the Behavioural Design Method© and the Influence Framework©. Two powerful tools to make behavioural change happen in practice.

You can also hire SUE to help you to bring an innovative perspective on your product, service, policy or marketing. In a Behavioural Design Sprint, we help you shape choice and desired behaviours using a mix of behavioural psychology and creativity.

You can download the Behavioural Design Fundamentals Course brochure, contact us here or subscribe to our Behavioural Design Digest. This is our weekly newsletter in which we deconstruct how influence works in work, life and society.

Or maybe, you’re just curious about SUE | Behavioural Design. Here’s where you can read our backstory.

sue behavioural design