Explore evidence-based strategies to make organizational change stick. Based on Dr. Jonathan H. Westover’s summary of Albarracín et al.’s meta-analysis, this 5-minute video breaks down why access, habits, social support, norms, and behavioral skills outperform persuasion and info campaigns. Learn practical, case-driven tactics—remove barriers, redesign environments, build habit-triggering cues, and set up peer support networks—that leaders can use to boost adoption and sustain results across healthcare, sustainability, and workplace safety. Perfect for change managers, HR leaders, and executives seeking science-backed implementation strategies. If you found this useful, please like and share to help others implement lasting change. #BehavioralChange #OrganizationalChange #ImplementationScience #ChangeManagement

Abstract: This article synthesizes research on behavioral change determinants and intervention strategies, drawing primarily from Albarracín et al.'s (2024) comprehensive meta-analysis of 147 studies. While many behavioral change frameworks focus on individual cognition, evidence suggests that high-impact interventions target access, habits, social support, attitudes, norms, and skills. The analysis reveals that structural and environmental factors often outperform information-based or attitudinal approaches. Organizations seeking to implement sustainable behavioral change should prioritize removing barriers, building supportive social structures, facilitating habit formation, and addressing practical enablers rather than relying on persuasion alone. Case examples across healthcare, sustainability, and workplace safety illustrate how these principles translate into organizational practice. The findings provide evidence-based guidance for leaders designing change initiatives that achieve lasting behavioral adoption rather than temporary compliance.

The video explores the concept of what makes a team truly smart, emphasizing that intelligence in a team is not about having uniformly high IQs but about diversity in backgrounds, skills, and perspectives. Using metaphors like a toolbox and puzzle-solving, the speaker illustrates how diverse teams bring unique viewpoints and capabilities that complement each other, leading to better problem-solving and innovation. The narrative explains that homogenous teams tend to become echo chambers, which can stifle creativity and lead to costly oversights. Diversity, by contrast, fuels creativity by combining different experiences and knowledge bases, resulting in richer, more innovative ideas. Highlights 🧰 Diversity in teams is like having a full toolbox with different tools, enabling a wider range of problem-solving capabilities. 🧩 Diverse teams piece together complex problems faster by naturally focusing on different aspects, much like solving a puzzle with varied perspectives. 🔄 Homogeneous teams risk becoming echo chambers, reducing innovation and increasing the chance of costly mistakes. 💡 Creativity stems from the unexpected combination of diverse ideas and experiences, making diverse teams hotbeds of innovation. 🌍 Real-world business success stories prove diverse teams lead to better products, fewer blind spots, and stronger market performance. 🎯 Building diversity requires deliberate, strategic actions including broad recruitment, unbiased hiring, and fostering inclusive cultures. 🌱 Leadership commitment and continuous measurement are essential to sustaining diversity as a long-term advantage. Key Insights 🧠 Diversity transcends intelligence: Smart teams are not merely collections of high-IQ individuals but groups that bring different cognitive approaches and life experiences. This diversity in thinking styles expands problem-solving pathways beyond what uniform teams can achieve. Diverse cognitive inputs lead to more comprehensive and innovative solutions. 🔍 Echo chambers impede progress: When a team’s composition is too similar, it creates an environment where new ideas are less likely to be challenged. This conformity breeds complacency and blind spots, which can result in serious oversights, as shown in the example of AI bias in facial recognition technology. The absence of diverse viewpoints can lead to products that unintentionally exclude or harm certain user groups. 🌐 Creativity is combinatorial: Innovation arises from connecting disparate ideas. Diverse teams multiply these connections exponentially by bringing together varied dots of knowledge, culture, and expertise. This combinatorial creativity fuels breakthrough innovations that homogeneous teams rarely achieve, as they tend to recycle similar ideas from a limited shared experience. 🎨 Cultural diversity enriches product development: Including team members from different cultural backgrounds introduces unique problem-solving approaches and inspirations that can transform ordinary projects into standout products. The example of a food company creating innovative snacks by involving a diverse group demonstrates how diversity can directly enhance creativity and market relevance. 📉 Lack of diversity incurs financial and reputational risk: The AI facial recognition case illustrates how narrow team experiences can lead to costly product failures and damage to brand reputation. Diversity acts as a safeguard, identifying potential issues early and ensuring products meet the needs of a broader audience, thereby increasing market success. 🚀 Diversity is a strategic business advantage: Successful companies invest in building diverse teams not out of obligation but for tangible competitive gains. Diverse teams produce superior solutions, generate more innovative products, and connect more authentically with diverse customers, ultimately driving business growth and sustainability. 🔧 Intentional leadership is crucial: Achieving diversity requires more than good intentions; it demands deliberate strategies such as expanding talent searches, reducing unconscious bias in hiring, fostering inclusive cultures, and leadership accountability. Inclusive cultures create environments where diverse talents can thrive, ensuring retention and full contribution to organizational success. Continuous measurement and transparency in diversity efforts keep the organization aligned with its goals and committed to progress. #Diversity #DEI #Leadership #Innovation #TeamPerformance #CognitiveDiversity

Abstract: This article explores how flattened, team-oriented organizational structures aimed at boosting flexibility, collaboration, and innovation may unintentionally make it harder for women to navigate career opportunities and progression. Through a review of relevant academic literature, the article examines research showing that flattened hierarchies tend to de-emphasize clear career ladders, rely more heavily on informal networks, and reward aggressive self-promotion - all factors that can place women at a systematic disadvantage compared to their male counterparts due to entrenched gender biases and norms. The article then proposes evidence-based strategies for mitigating these deterrents, such as formally defining career lattices, implementing sponsorship programs, providing implicit bias training, and distributing recognition equitably across teams. Case studies of technology companies adopting such practices demonstrate how intentional efforts have yielded success expanding representation while sustaining innovative cultures. The article aims to equip practitioners with research-grounded solutions for broadening opportunities for women within collaborative work structures.

In this HCI Webinar, Dr. Jonathan H. Westover talks with Ab DeWeese about collaborative AI in the workplace.  Ab DeWeese is a a serial entrepreneur, AI educator, and author of Essential AI: Your All-in-One QuickStart to Using AI in Business and the Workplace. He’s also the creator of CollabChat AI, a platform designed to help teams work with AI—and each other—to produce better, more reliable results. In this conversation, we’re diving into what HR leaders need to know about collaborative AI: how it reduces risk, strengthens decision-making, and helps people stay at the center of innovation.  🎙️ New to streaming or looking to level up? Check out StreamYard and get $10 discount! 😍 https://streamyard.com/pal/d/5000388458315776

In today’s fast-evolving and unpredictable business landscape, learning agility has become the defining trait of effective leadership. Unlike traditional intelligence or accumulated knowledge, learning agility is the capacity and willingness to learn from experience, adapt to new situations, and unlearn outdated habits. Agile leaders embrace ambiguity and view challenges as opportunities for growth and innovation. Neuroscience reveals that the adult brain is not fixed but highly malleable through neuroplasticity, enabling leaders to develop new skills and behaviors by rewiring their brains with repeated practice. Highlights 🧠 Learning agility is the ability and willingness to learn from experience, crucial for 21st-century leadership. 🔄 Neuroplasticity proves the adult brain can be rewired and developed through deliberate practice. 💡 Cognitive flexibility helps leaders break mental ruts and embrace new thinking. 🧘 Mindfulness meditation strengthens attention and executive function in a distracted world. 😌 Stress management techniques are essential for maintaining brain function and learning capacity. 🤝 Social learning and psychological safety enhance collaboration and knowledge sharing. 🚀 Neuroscience-informed leadership builds resilient, innovative, and human-centered organizations. Key Insights 🧠 Learning Agility as a Meta Skill: Learning agility transcends intelligence and experience; it’s the foundational skill enabling leaders to continuously update their capabilities and adapt to shifting contexts. This adaptability is essential as industries and technologies evolve rapidly, rendering old skills obsolete. Agile leaders do not just react—they proactively seek new knowledge and perspectives, turning uncertainty into a competitive advantage. 🔄 Neuroplasticity’s Revolutionary Implications for Leadership: The discovery of neuroplasticity overturns the outdated notion that adult brains are fixed. Leaders can physically reshape their neural pathways by practicing new behaviors such as active listening, empathy, and strategic thinking. This means leadership development is not limited by innate talent but is accessible through focused, repeated effort, empowering everyone to grow. 💡 Cognitive Flexibility Breaks Mental Autopilot: The brain’s tendency to conserve energy by relying on established neural pathways can hinder innovation and problem-solving. Cognitive flexibility—actively challenging assumptions and imagining failures (pre-mortems)—forces the brain to forge new circuits, fostering creativity and proactive risk management crucial for modern leadership. 🧘 Attention Management is a Leadership Imperative: In a world overwhelmed by digital distractions, the ability to sustain focused attention is vital. Mindfulness meditation exercises the brain’s attention networks, enhancing executive functions like planning and decision-making. Leaders who cultivate focus can think deeply and make better decisions, giving their organizations a strategic edge. 😌 Stress Impairs Learning and Decision-Making: When stressed, the brain’s executive centers are compromised by cortisol, reducing cognitive capacity and memory formation. Leaders who master stress reduction techniques, such as the physiological sigh, not only improve their own mental clarity but also set a tone for a healthier workplace culture that supports learning and resilience. 🤝 Social Brain Networks Enable Effective Learning: Since the brain evolved in social groups, learning thrives in environments with trust, empathy, and psychological safety. Structures like Google’s peer-to-peer teaching and Pixar’s brain trust exemplify how social learning enhances knowledge dissemination, innovation, and emotional safety, preventing defensiveness and encouraging honest feedback. 🚀 Neuroscience-Informed Leadership Drives Organizational Agility: Applying brain science principles creates workplaces where focus, stress management, empathy, and continuous learning are embedded in the culture. This neuro-informed approach produces more resilient, innovative, and human-centered organizations that can adapt and thrive amid rapid change, unlocking greater collective potential and sustained success. #Neuroleadership #LearningAgility #LeadershipDevelopment #Neuroscience #AdaptiveLeaders OUTLINE: 00:00:00 - The Learning Agility Imperative 00:01:14 - The Neuroplasticity Revolution 00:02:36 - Brain-Based Leadership Strategies 00:04:49 - Social Learning and Feedback Systems 00:06:50 - Building the Learning Organization

Abstract: This article examines how evidence-based neuroscience principles can be leveraged to develop learning agility in organizational leaders. Learning agility—the ability to quickly adapt, learn from experience, and apply new knowledge in changing situations—has become a crucial leadership capability in volatile business environments. Drawing on recent neuroscience research, this paper identifies key brain mechanisms involved in learning agility and translates these insights into practical strategies. The discussion covers neuroplasticity foundations, attention network optimization, stress regulation techniques, and social brain activation approaches. Organizations implementing these neuroscience-informed practices have seen measurable improvements in leadership adaptability, innovation capacity, and organizational resilience. The paper provides a framework for sustainable learning agility development through integrating neuroscience principles into leadership development programs, feedback systems, and organizational learning cultures.

This video transcript explores how toxic behaviors, though often starting as seemingly minor individual actions, can rapidly erode a team’s culture and overall performance if left unchecked. It emphasizes that such negativity isn’t simply a matter of individual choices but is driven by deep psychological mechanisms like social comparison, where team members adapt their behaviors based on what they observe others doing without consequence. The example of Mark, a pessimistic team member whose negativity suppresses creativity and morale, demonstrates how toxicity spreads and impacts team dynamics. The transcript outlines a proactive leadership approach to prevent and address toxicity, centered around four pillars: setting clear behavioral expectations, cultivating psychological safety, conducting regular performance check-ins, and promoting an inclusive, flexible work environment. Ultimately, effective leadership must prioritize culture as the foundation for success, recognizing that tolerating toxic individuals for their technical skills is a failure of leadership. Leaders have the tools to create a resilient, high-performing team culture by setting standards and consistently modeling and enforcing them. Highlights 🌱 Toxic behaviors often start small but can poison the entire team culture. 👀 Social comparison drives the spread of negativity within groups. 💡 Negativity stifles creativity and open communication, harming innovation. 📋 Leaders must set clear and explicit behavioral expectations. 🛡️ Psychological safety is essential for team members to speak up and be vulnerable. 🔄 Frequent, structured feedback is more effective than annual reviews alone. 🌍 Inclusive and flexible workplaces reduce the likelihood of toxic environments. Key Insights 🌿 Minor behaviors have major consequences: The transcript highlights how subtle actions like eye-rolling or quiet gossip, often dismissed by leaders, can accumulate and cause deep cultural damage. This underscores the importance of not ignoring small signs of toxicity, as they are the seeds of larger dysfunction. Leaders must be attentive to micro-behaviors that erode trust and respect. 🔄 Social comparison as a contagion mechanism: Toxic behaviors spread because people observe the consequences—or lack thereof—of others’ actions. If negative behaviors go unchallenged, they become normalized, shifting group norms downward. This insight stresses the need for consistent enforcement of behavioral standards to prevent recalibration toward toxic norms. 🧠 Psychological safety fuels innovation and engagement: When team members fear retaliation or judgment, they self-censor and withdraw, which undermines collaboration and creativity. Leaders creating safe environments encourage open dialogue, vulnerability, and constructive conflict, which are critical for high-performing teams. 📊 Proactive leadership over reactive management: Waiting until toxicity becomes visible or problematic is insufficient. The four pillars outlined—clear expectations, psychological safety, frequent performance management, and inclusivity—require intentional, ongoing effort. This proactive stance helps nip toxicity in the bud before it spreads. 🗣️ Clear, explicit behavioral standards matter: Vague mission statements or posters are ineffective. Behavioral expectations must be defined concretely, openly discussed, and consistently modeled by leaders. This clarity sets a non-negotiable baseline for team conduct and empowers all members to uphold cultural norms. 🔍 Regular check-ins enable timely course correction: Annual reviews are inadequate for managing interpersonal dynamics and culture. Frequent one-on-one or team check-ins allow leaders to identify emerging issues, provide real-time feedback, and support team members in improving behaviors and relationships. 🌈 Inclusivity and flexibility reduce toxicity risk: Rigid, high-pressure environments can exacerbate stress and negative behaviors. A workplace culture that values inclusion, respects diverse perspectives, and allows flexibility supports well-being and resilience, making toxicity less likely to take root. #TeamToxicity #Leadership #PsychologicalSafety #WorkplaceCulture OUTLINE: 00:00:00 - How Toxicity Takes Root 00:00:57 - The Psychology of Contagious Culture 00:01:58 - The Domino Effect in Action 00:03:03 - Four Pillars of a Healthy Team 00:04:01 - It Starts and Ends with You