1. How to introduce EBMgt in your
organisation without pissing off your
boss and colleagues.

2. EBMgt step 1: ASK
How do you know? What is the evidence?

3. 1954, Festinger: When Prophecy Fails
Misconception: show them the evidence

4. Evidence alone does not
change people’s minds!

8. We seem to be wired to stick to our judgments
and deal with the consequences later.
As a result, when presented with contradictory
evidence, individuals tend to dig in their heels
and increase their commitment to an initial
belief.

9. GREAT! NOW WHAT?

10. 1. Giving the mind a way out
The moment you (implicitly) belittle, ridicule or
embarrass the other person with
contradictory evidence, you’ve lost the battle!
Explain to a person that his/her judgment is
right, given what he/she knows.

11. 2. Helping people to develop
a new operating logic
A well-argued and detailed debunking
message may work better at persuading
people to change their mind than simply
labelling their judgment as plain wrong.

13. 3. Enhancing people’s
understanding of science
Enhancing people’s understanding of science can
increase acceptance of contradictory evidence.
(provide practical examples that evoke emotions)

14. 4. Increasing people’s
accountability
Increasing a decision makers felt sense of
accountability leads to more information-seeking
behaviour, less implicit bias, and greater
openness to external evidence.

16. 5. Take small steps
Evidence-based management challenges existing
beliefs and conventional management practice.
Your bosses, peers and clients may need time to
get used to this new approach.
Focus on one or two aspects of evidence-based
management (awareness!)

17. 6. Pick your battles!
Don’t take an evidence-based approach to all
decisions since some battles are not worth fighting
– some arguments are lost before they even begin

18. Don’t become an
evidence-based fundamentalist