Bli flinkere til å forstå, kommunisere med, støtte og utvikle løsninger for folk flest. Dette ferdighetsettet er først og fremst relevant for mennesker som av forskjellige årsaker (eks. nevrodivergens eller intelligens) tenker annerledes enn folk flest, og dermed kan ha større vansker med å forutse andre folks tenkning, adferdsmønstre og prioriteringer.
En jeg snakket med påpekte at han var ikke opptatt av organisasjonsutvikling, han var opptatt av å få de positive effektene av organisasjonsutvikling med minst mulig innsats.
“Thinking is to humans as swimming is to cats; they can do it but they'd prefer not to.” –Daniel Kahneman, psychologist & Nobel Prize winner
Det betyr at de tenderer tli å falle inn i/tilbake til rutiner, vaner og mønstre de er kjent med.
Folk flest har en tendens til å følge sosiale normer og forventninger i samfunnet. Disse normene kan variere avhengig av kulturelle, geografiske og sosiale faktorer.
Herav social proof:
Social proof is a psychological phenomenon where people assume the actions of others in an attempt to reflect correct behavior for a given situation. In essence, it's the notion that, since others are doing it, I should be doing it, too.
Folk er mer motivert til å prioritere noe som reduserer X mengde smerte enn noe som gir de X mengde gevinst.
Se loss aversion.
Folk flest har i mindre fra FOMO (Fear Of Missing Out) enn de har FOFU (Fear Of Fucking Up).
Folk flest vil bare få et raskest mulig svar på hva de skal gjøre, i form av:
Få har behovet for eller tålmodigheten til å forstå hvorfor.
Folk flest er sjelden nøyaktige i kommunikasjonen sin. Denne unøyaktigheten kan slå ut på flere måter:
Som et resultat av denne unøyaktigheten i formidling forventer de også tilsvarende unøyaktighet fra andre. Det innebærer at de ikke tolker informasjonen de får nøyaktig og bokstavelig, men heller tar den med en klype salt.
Motivational interviewing (MI) is a counseling approach that aims to help individuals resolve ambivalence and find intrinsic motivation to change their behavior. It is a collaborative and person-centered method that recognizes that people often have mixed feelings or uncertainty about changing their behavior, even if they recognize the need for change.
Motivational interviewing was originally developed in the 1980s by psychologists William R. Miller and Stephen Rollnick as a way to facilitate change in individuals struggling with alcohol addiction. However, its principles and techniques have since been applied to a wide range of behaviors and conditions, including substance abuse, weight management, smoking cessation, mental health issues, and chronic disease management.
The underlying philosophy of motivational interviewing is based on the following principles:
Expressing empathy: The counselor demonstrates understanding, acceptance, and empathy towards the client's perspective, fostering a non-judgmental and supportive environment.
Developing discrepancy: The counselor helps the client explore the discrepancy between their current behavior and their personal goals, values, or aspirations, highlighting the reasons for change.
Rolling with resistance: Instead of confronting or challenging resistance, the counselor acknowledges and explores it with the client, seeking to understand the underlying concerns and barriers to change.
Supporting self-efficacy: The counselor helps the client build confidence in their ability to make positive changes by identifying and reinforcing their existing strengths, skills, and past successes.
Motivational interviewing employs various techniques and strategies to elicit and enhance motivation for change, including reflective listening, open-ended questions, affirmations, summarizing, and exploring ambivalence. The ultimate goal is to assist individuals in resolving their ambivalence and guiding them towards autonomous decision-making and sustainable behavior change.
Motivational interviewing can be used in various professional settings, such as healthcare, addiction counseling, social work, psychology, and education. It has been found to be effective in facilitating behavior change by enhancing motivation, promoting self-efficacy, and reducing resistance.
Value interviewing er prosessen med å intervjue noen med det formål å forstå hva de opplever verdifullt.
Eksempler på spørsmål kan være: