Have you ever turned to a peer or expert to inspire you to try something new, think differently, or change your behaviour?

Most of us would like to think of ourselves as free thinkers and individuals on our own paths, regardless of what others are doing. But are we really?

We include Stand Out in our behavioural insights mantra, so that we create a learning experience that people feel good about.

Even if you make a commitment to do something, you might not always stick …

When an organisation goes through a transformation, there’s a list of actions that underpin changes, how do we make these achievable actions?

We should give people feedback on their performance as they go.
Why? Feedback allows people to determine if they should re-evaluate their understanding or behaviour.

It would be lovely if someone could just remove anything irrelevant. When we cut it out we omit anything that isn’t essential to carry out new actions.

When it comes to designing a learning experience we need to smooth it out to reduce friction costs that get in the way of behaviour change.

In learning design, when we personalise content, we are enabling or anticipating the jobs our user has to do with the content we have.

If you’ve ever watched hours of video tutorials on YouTube or trawled Google in search of a particular recipe, you’ve already embraced ‘just in time’ (JIT) learning.