A lot of what you've been told about behavior change doesn't work the way you think it does.. at least not inside organizations.
It works in the book and it makes sense on a slide.. but when you try to apply it to a real change initiative with real people under real pressure it breaks down in predictable ways.
When you read a study about a bias or a nudge that changed behavior by 15% you get excited... you may even get told to copy it exactly in your rollout.. but that study was run in a specific context, with specific conditions, on a specific population and your context is completely different.
It's not that the finding is wrong.. it's that nobody checked whether the context matched your conditions, because no problem framing was done prior.
So, you get the same feedback.. ahhh people are just resistant
Think about habits, the org holly grail...because someone told you it takes 21 days or 66 days or whatever the current number is.. but habit formation in organizational settings is a completely different problem than what you read about in books.
You're competing with established routines that have years of muscle memory behind them, time pressure that makes old ways faster, and systems that constantly cue the behavior you're trying to replace.. the advice to make it small and repeat it falls apart when the environment is actively working against the repetition.
Focus on simplifying the routine instead of trying to build a new habit from scratch.. that's a much more honest starting point.
The other thing that keeps coming up, is that most initiatives get designed around the individual, their awareness, their motivation, their capability.. but the system around them is doing most of the shaping....none of that gets fixed by training the individual harder.
The models and frameworks are useful, but as thinking tools.. not as things to copy into a deck and call it a strategy, the moment a framework stops helping you see something new it's just decoration.
Most of what makes behavior change hard inside organizations isn't that people don't have the right strategy.. it's that they apply it without checking whether it fits the context they're actually in.