183: Using the Fogg Behavior Model to Drive Change | with Jamie Barnes



When developing a communication strategy to drive change within an organization, we use various models and frameworks to help ensure we create a strategy that actually works. The Fogg Behavioral Model is a powerful framework for driving change.

BJ Fogg is a behavior scientist and the founder of Stanford University’s Behavior Design Lab. Fogg is one of the biggest influencers of modern user experience (UX) design – for example, he was influential in the success of Pinterest. He focuses on methods for creating habits, showing what causes behavior, and automating behavior change … all of which are helpful for leaders hoping to influence their workforce to take action or adopt a change.

At the core of all BJ Fogg’s research is the Fogg Behavioral Model. It’s most simply stated as “Behavior (B) happens when Motivation (M), Ability (A), and a Prompt (P) come together at the same moment.”

    • M: How motivated is your audience to engage with your initiative or take on the target behavior?
    • A: Ability — how hard is the task you’re asking them to do; how difficult is the behavior?
    • P: Prompt — what will trigger the action you want?

Jamie Barnes is a consulting partner with Workforce Communication. With a focus on change management communications, her approach is rooted in proven practices. She’s worked in global firms and creative agencies; she studied behavior change with behavioral scientist BJ Fogg PhD, the neuroscience of learning with the NeuroLeadership Institute, and change management with Prosci. Jamie studied organizational communications at the University of Chicago and has a BA in social science from National Louis University.

Resources Mentioned in This Episode

Subscription Links

iTunes Stitcher RSS

Your Feedback

If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We’d love to know your thoughts about this episode. Please submit your comments below! You can also provide feedback on Twitter, Facebook, or LinkedIn.

Pin It on Pinterest

Share This