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BEAN Method
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BEANs drive habit change by engaging people’s rational, logical side and their emotional, intuitive side.
Companies have been investing a lot of money into innovation by creating internal venture capital, incubators, accelerators, and taking field trips to Silicon Valley. However, despite all this spending, surveys have shown that executives are still dissatisfied with their firms' innovation performance. This is because they have failed to address a significant obstacle: the day-to-day routines and rituals that stifle innovation.
To solve this problem, there is an approach called BEANs.
This involves setting up tools or processes that make it easier for people to do something different, supporting new behaviors with things you can see and touch, and promoting change through indirect suggestion and reinforcement. So the key is to hacking the routine that stifle innovation!
how does the method work?
BEANs is a acronym that stand for Behavioural Enablers, Artefacts and Nudges. Behavioural Enablers are direct ways to encourage and enable behavior change via things such as rituals, checklists or coaches. In contrast to that, Artefacts and Nudges are indirect ways to encourage and enable behavior change, such as leaderboards, stories, and physical or digital reminders.
Successful BEANs typically are:
- Simple: Interventions that are easy to adopt and remember gain traction much more quickly.
- Fun: When an activity is engaging and social, it’s intrinsically rewarding, which makes people more likely to do it—something the science of motivation has long recognized.
- Trackable: The ability to monitor performance and compare it against that of others is a powerful motivator. So it’s critical for BEANs to include a mechanism for measuring their results.
- Practical: The best BEANs are smoothly integrated into existing meetings and processes and don’t require major changes or entirely new routines.
- Reinforced: People often need physical and digital reminders to keep using the new habits.
- Organizationally consistent: Effective BEANs don’t encourage people to do one thing if the company punishes them for that behavior or rewards them for something else.
Step by Step Guide
Specify the behaviours and outcomes. Write down who you target with the BEAN, what kind of behaviors you would like to see from your target group in the form of aspirational statements. Make sure to be as precise as possible. Don‘t forget what outcomes will be able with those behaviors.
Define the mechanism. Think about potential formats, enablers and nudges that would help employees break through them and write a brief description. Specify what you might require to bring it to life – is it a ‚quick win‘ or does it require substantial financial or time commitment?
Specify success metrics . Add how you can track and measure success of your BEAN once implemented?
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