Most change communications fail. Here's the system we use to drive real action.
Ever created a change initiative only to see it fall flat? all because your communications didn't drive action?
It was challenges like these that had us think and then develop BOOST©..our framework combining behavioral science with strategic messaging.
Organizations often focus on what they want to say rather than designing communications that actually change behavior.
Here's the framework and some examples to bring it to life:
B - BEHAVIOR: Define exactly what behavior change looks like in measurable terms.
When helping a manufacturing client improve safety, we defined the target as "100% completion of pre-shift equipment checks" rather than vague "safety compliance."
O - OBSERVE: Identify specific barriers and motivators.
At a healthcare organization, we discovered nurses weren't using a new system not because of training gaps, but because it added steps during peak periods.
O - ORGANIZE: Map the journey, the audience specific messages and match them to each barrier and motivator, choose channels and form your execution.
For a tech transformation, we organized communications in three phases: addressing fear of job loss, building capability confidence, and leveraging social proof from early adopters.
S - SHAPE MESSAGING: Blend behavioral science with compelling narratives. Instead of announcing a new expense policy, we highlighted how time saved could be reinvested in meaningful work..addressing the "what's in it for me" factor - "blend the science and the art"
T - TEST & EVALUATE: Start with small tests, measure actual behavior change (not just comprehension), and refine.
Why not use it review your change communications?
Some things you can do today: 1. Remember to ask, if your comms connect to specific, measurable behaviors.
2. Rewrite one key message to directly link to your most important desired behavior.