Behaviour Change Consulting

Behaviour change consulting bridges the gap between research and real-world applications. It helps decision makers and practitioners use behavioural scientific insights to create lasting positive changes in people’s behaviour.

Behaviour change consulting can boost organisational culture and team performance, and informs public policy design.

Behavioural Science Consulting

We Offer Advice for Organisations

Our consulting services help organisations use behavioural science to improve decision leadership, boost workplace engagement, and drive cultural change. We partner with key stakeholders and leaders to identify team dynamics and improve organisational behaviours.

Behavioural change management is a smart way to use behavioural science to guide how people behave and act in organisations. It helps  influence how individuals or groups behave. The ultimate goal is to drive specific organisational, civic, or personal processes of transformation and change.

We Inform Public Policy

We use the latest findings in behavioural science to create effective policy solutions. The goal is to shape public policies on critical social issues, including the environment, energy, and public health.

The behavioural approach to policy making considers how people’s decisions are influenced by cognitive biases and the use of intuitive rules of thumb (heuristics). By understanding these biases and heuristics, policy can be designed to better reflect how people really behave.

Our Consulting Expertise

Behavioural Lens

1. Behavioural Change Management

Behavioural change management applies behavioural science principles to improve organisation development and decision leadership.

It helps comprehend and shape individual or group behaviours using proven human-centred strategies to propel positive transformations in organisations, society, or personal lives.

Performing behavioural audits involves a clear process to uncover how people behave, make decisions, communicate, solve problems, and interact in an organisation.

The aim is to spot strengths and weaknesses of organisational behavioural patterns and to pinpoint what an organisation does well and where it can improve.

We combine advanced behavioural design techniques with journey mapping to help organisations see what their employees need and like.

Visualising the experiences individuals or teams have during times of change is the starting point to create effective strategies that match their needs and preferences.

These interventions may involve the design of nudges, incentives, and communication strategies to encourage changes in behaviour and overcome resistance to new initiatives.

We help organisations to create a culture of open communication, teamwork, and strong work bonds.

Focusing on psychological safety boosts the happiness and productivity of both individuals and teams.

By using behavioural principles in leadership training, leaders can improve their effectiveness.

Leaders equipped with behavioural insights can make better decisions and guide their teams more successfully.

2. Behavioural Innovation

Applying behavioural science boosts innovation in organisations. We add behavioural design thinking to innovation processes and help practitioners use behavioural science to shape the organisational environment for innovation.

By tapping into psychology, we uncover what drives people to innovate and how biases and social interactions affect the innovation process. Spotting cognitive biases, mental decision shortcuts, and framing effects helps lower the perception of risks.

For example, adjusting how risks and rewards are presented influences people’s decisions. Understanding how these influences shape choices to innovate helps us create strategies to decrease the perceived risks in innovative endeavours.

To drive innovation in your organisation, tap into what motivates innovators.

Innovative mindsets thrive on freedom to explore their ideas, they are motivated by a sense of purpose to make a difference, and they are driven by the willingness to take a risk. Innovators embrace challenges as chances to learn and grow.

By aligning practices and incentives with these motivations, your organisation can unleash the full potential of your team’s growth mindset and spark impactful innovation.

By making people feel safe to share ideas, take risks, and work together, organisations create a culture of innovation.

Psychological safety is a critical factor for behavioural innovation management because it creates supportive and trusting environments boosting creativity and continuous learning.

Organisational ambidexterity means balancing both innovation and efficiency at the same time.

Leaders who grasp how innovation is affected by behavioural drivers can encourage mindset shifts of the workforce by inspiring employees to think differently and create a workplace that supports new ideas while maintaining efficiency in existing operations.

By focusing on behavioural innovation, organisations can successfully achieve ambidexterity.

3. Pro-Environmental Behaviour

By using behavioural design strategies like nudging and habit formation, we can seamlessly make green practices a part of our everyday lives. These frameworks and techniques bridge the gap between environmental awareness and actually taking eco-friendly actions.

By blending insights from environmental psychology with practical behavioural design methods, we create powerful ways to encourage green behaviours in daily routines and contexts.

Interventions for pro-environmental behaviour change must target individuals, organisations, and policies.

Requirements for effective intervention design include:

  • using theories and models to pinpoint focus areas for change,
  • conducting thorough research on influential factors,
  • tailoring strategies at the individual and system level accordingly,
  • leveraging insights from behavioural science,
  • engaging stakeholders and target audiences in the design,
  • employing both quantitative and qualitative evaluation measures, and
  • combining individual-focused and systemic approaches for lasting impact.

Behavioural science explains what motivates green actions, such as a sense of care for nature or the desire for social belonging. By tapping into these intrinsic drivers, individuals can be encouraged to adopt eco-friendly habits. Custom tools for each workplace can boost green behaviours.

To make green habits stick in large and complex organisations, proven methods like Fogg’s Tiny Habits can be employed to disrupt entrenched behavioural patterns and instill new, sustainable habits.

Behavioural design uses environmental psychology to promote eco-friendly actions. It does this by showing visual cues and social norms that endorse green behaviours. This approach motivates employees to act sustainably.

It also enables leaders to enhance sustainability and involve teams in green projects. They can do this by encouraging employees to suggest green ideas and lead sustainability efforts. Additionally, leading by example creates a culture that values environmental responsibility, teamwork, and innovation.

4. Behavioural Public Policy

In “Nudge: Improving Decisions About Health, Wealth, and Happiness,” Thaler and Sunstein introduced a captivating concept: Behavioural public policy. This approach is not grounded in assumptions about how people should behave according to standard economic theories, but rather uses insights from behavioural science to craft policies to steer people towards positive choices, based on evidence how they really behave.

Instead of relying on strict rules, behavioural public policy gently guides behaviour through nudging, social cues, and clever choice architecture. By grasping cognitive biases, shortcuts in thinking, and social influences, behavioural public policy is based on smarter people- focused strategies that lead to better outcomes.

Using behavioural diagnostics enhances the effectiveness of policy interventions by aligning them with the target population’s behaviours and preferences.

By examining behavioural patterns, cognitive biases, social norms, and environmental influences, valuable insights into what drives people’s decisions are gained. This helps us develop tailored interventions to address specific behavioural barriers and leverage behavioural motivators.

Policy makers use choice architecture to set up environments that make it easy for people to make good choices. This can involve making options simple, presenting choices in a positive way, and giving clear and transparent information to help people make the right decisions.

Nudging uses clever ways to encourage people to change their behaviour without forcing them. One of the canonical examples of nudging puts healthy foods at eye level in cafeterias by a simple default change which helps people make better food choices.

Another way is to show individuals how their energy use compares to others using the principle of social comparison, which can motivate them to save energy.

By using behavioural metrics to evaluate public policy, we can see how people respond to policy measures. Behavioural metrics help understand how policies shape people’s actions, which interventions work and what needs to change.

By analysing these metrics, valuable insights into policy influence on real-world behaviours are gained. This helps policies become more evidence-based, and aligned with behavioural science principles.

For further details on the concepts guiding us in translating behavioural science into actionable advice refer to our White Paper.

Contact Behavioural Leeway

Do you want to use behavioural science in your organisation?

  • Learn how to boost your team’s performance with behavioural interventions.

  • Find out how your organisation currently manages behavioural patterns. Identify areas for improvement with a behavioural audit.

  • Discover how adding behavioural insights to leadership development can foster psychological safety and support your organisation’s innovation culture.
  • Explore ways to promote green behaviours within your organisation.