The science of change

Because we’re all human

Inform uses the science of culture and neuroscience to drive change. We draw on anthropology, psychology and sociology to develop a unique approach for you that will open up your organisation to new ways of working and new approaches.

People’s own experience shows them change is hard. In organisations, it seems even harder. Whatever business model we use, it’s tough delivering the changes we need. Let Inform’s deep knowledge of the science of change open up your business to better and long-lasting change.

Humans have been evolving for thousands of years. We use all kinds of new tech, gadgets, words and ways doing things that weren’t around ten or even five years ago. It wasn’t hard and we barely thought about the change. But the change didn’t just happen so how did this evolution happen?

Culture sits at the heart of evolutionary change. And sitting there too is how our brains are programmed to function. If these two things are in place already, let’s make organisational change work as well as evolution.

Image to show a woman evolving from ape to office worker

How we deliver human-based change that works with people’s behaviour

1

Identify the type of change

Some change is more difficult than others depending on the parts of our brains needed to take on a new habit. Compare how quickly children learn to speak with how hard it is to learn a new language as an adult. Understanding the type of change tells us the time and effort it will take for your people to embed new ways of working.
2

Assess the organisational culture

Some organisations adapt to change more quickly and easily than others. This is due to many factors – such as how long you’ve been in business, your reporting structure and what behaviours are rewarded or discouraged. Your organisational culture is powerful so understanding it, and using it in your change strategy, is essential.
3

Assess your people culture

Your people are all different, so it stands to reason they experience change differently. We look at your people to see the many ways they communicate with one another and how they respond to change. This helps us identify who are most likely to take on or to block change. By working with them in a way that’s right for them, we can build support and avoid common pitfalls.
4

Create a human-based change strategy that works

We build these assessments into our change strategy. We base our work on industry best practice change management methodology and ground it in evolutionary psychology. It’s unique to your change, your organisation and your people, giving you the best chance to succeed.

Why you should listen to the science

Change is achieved up to 83% faster using cultural and evolution-based approaches than individualistic-based methods – Tomasello, 2016   

Because of evolutionary adaptation, people respond to a group-minded “objective” morality that obliges them to follow the group – Hare and Yamamoto, 2018

Turn to science when a situation impacts more than 3% or your workforce, such as:

  • Traumatic change – including terrorism, natural disasters and sickness
  • Redundancies or team relocation
  • Change in work practices
  • Personnel changes – for example a new CEO
  • Technology transformation
  • New ways of working – such as moving to a matrix set up

How Inform opens up the science of change to your organisation

We work with you to understand the nudges, triggers and barriers to change that are based on deep-set cultural and evolutionary behaviours in your organisation. By tapping into the opportunities for positive influence, and diluting the chance for negative behaviour to impact your work we can help you create a fertile space for new ideas and managed change.

Get in touch with us to see how our practice leads can support your organisation.