Key note presentation by Craig Thomler to RightClick 2012.
Discusses why humans are attracted to shiny new things, how humans make decisions and how to ensure that digital strategies are developed rationally, not emotionally.
The human brain is capable of 1016 processes per second, which makes it far more powerful than any computer currently in existence. But that doesn't mean our brains don't have major limitations.
The lowly calculator can do math thousands of times better than we can, and our memories are often less than useless —plus,
we're subject to cognitive biases, those annoying glitches in our thinking that cause us to make questionable decisions and reach erroneous conclusions.
Here are a dozen of the most common and pernicious cognitive biases that you need to know about.
People make many decisions. In decision-making scenarios people use rules of thumb (heuristics) to assist in decision-making. Often the heuristics lead to decisions contrary to the desired outcomes. This presentation outlines a set of cognitive biases common in decision making and how to prevent the biases or mitigate the consequences.
This document contains a reading list and notes from a psychology for startups lecture. The key points are:
1) Mental models define how we think the world works and influence all of our decisions, but they are not always accurate. We must actively seek to improve our models.
2) Our minds are prone to predictable errors and biases like availability bias, representativeness bias, and anchoring. We must be aware of these to avoid irrational decisions.
3) When seeking advice, focus on those with broad but not too deep expertise ("foxes"), rather than experts in a single area ("hedgehogs"). Foxes are more likely to give good long-term advice.
4)
This document discusses cognitive biases and how they can be used in neuromarketing to manipulate customer behavior. It describes over 175 cognitive biases that affect decision making and thinking. Some of the key biases discussed include the availability heuristic, framing effect, confirmation bias, naïve realism, and stereotyping. The document argues that understanding these unconscious biases can provide insights into how to influence customers. It aims to show how cognitive limitations lead to flawed decisions that can be exploited.
7 cognitive biases and how to spot themIrene Alegre
This document provides an overview of 7 common cognitive biases:
- Anchoring bias is when people rely too heavily on the first piece of information when making decisions.
- Availability heuristic is when people judge things as more likely or important if they can recall examples more easily.
- Confirmation bias is favoring information that confirms preexisting beliefs over information that contradicts them.
- Empathy gap is underestimating how influences like emotions impact one's own attitudes and behaviors.
- IKEA effect is when people place disproportionately high value on things they partially created themselves.
- Sunk cost fallacy is continuing an endeavor due to previous investments despite it no longer being beneficial.
- B
While making judgments and decisions about the world around us, we like to think that we are Objective,Logical, and
Capable of taking in and evaluating all the information that is available to us.
The reality is that our judgments and decisions are often
riddled with errors and influenced by a wide variety of biases.
The human brain is both remarkable and powerful, but certainly subject to limitations.
One type of fundamental limitation on human thinking is known as a cognitive bias.
Critical thinking in The Age of InformationHanan Iftekhar
Critical thinking discussed in a technical manner. Critical Thinking is considered the second most important skill till 2020 and beyond in the age of information and data analytics.
Thus its "critical" to look at things in a more objective manner to enhance our decision making and problem solving abilities.
The human brain is capable of 1016 processes per second, which makes it far more powerful than any computer currently in existence. But that doesn't mean our brains don't have major limitations.
The lowly calculator can do math thousands of times better than we can, and our memories are often less than useless —plus,
we're subject to cognitive biases, those annoying glitches in our thinking that cause us to make questionable decisions and reach erroneous conclusions.
Here are a dozen of the most common and pernicious cognitive biases that you need to know about.
People make many decisions. In decision-making scenarios people use rules of thumb (heuristics) to assist in decision-making. Often the heuristics lead to decisions contrary to the desired outcomes. This presentation outlines a set of cognitive biases common in decision making and how to prevent the biases or mitigate the consequences.
This document contains a reading list and notes from a psychology for startups lecture. The key points are:
1) Mental models define how we think the world works and influence all of our decisions, but they are not always accurate. We must actively seek to improve our models.
2) Our minds are prone to predictable errors and biases like availability bias, representativeness bias, and anchoring. We must be aware of these to avoid irrational decisions.
3) When seeking advice, focus on those with broad but not too deep expertise ("foxes"), rather than experts in a single area ("hedgehogs"). Foxes are more likely to give good long-term advice.
4)
This document discusses cognitive biases and how they can be used in neuromarketing to manipulate customer behavior. It describes over 175 cognitive biases that affect decision making and thinking. Some of the key biases discussed include the availability heuristic, framing effect, confirmation bias, naïve realism, and stereotyping. The document argues that understanding these unconscious biases can provide insights into how to influence customers. It aims to show how cognitive limitations lead to flawed decisions that can be exploited.
7 cognitive biases and how to spot themIrene Alegre
This document provides an overview of 7 common cognitive biases:
- Anchoring bias is when people rely too heavily on the first piece of information when making decisions.
- Availability heuristic is when people judge things as more likely or important if they can recall examples more easily.
- Confirmation bias is favoring information that confirms preexisting beliefs over information that contradicts them.
- Empathy gap is underestimating how influences like emotions impact one's own attitudes and behaviors.
- IKEA effect is when people place disproportionately high value on things they partially created themselves.
- Sunk cost fallacy is continuing an endeavor due to previous investments despite it no longer being beneficial.
- B
While making judgments and decisions about the world around us, we like to think that we are Objective,Logical, and
Capable of taking in and evaluating all the information that is available to us.
The reality is that our judgments and decisions are often
riddled with errors and influenced by a wide variety of biases.
The human brain is both remarkable and powerful, but certainly subject to limitations.
One type of fundamental limitation on human thinking is known as a cognitive bias.
Critical thinking in The Age of InformationHanan Iftekhar
Critical thinking discussed in a technical manner. Critical Thinking is considered the second most important skill till 2020 and beyond in the age of information and data analytics.
Thus its "critical" to look at things in a more objective manner to enhance our decision making and problem solving abilities.
Heuristics, bias and critical thinking in testing distributionMatt Mansell
This was a day long workshop I gave at the NZTester 2015 conference. Looking at psychology and cognitive science research and how to apply that to testing.
1. The document discusses various cognitive biases and logical fallacies that influence human judgment, decision making, and memory. It provides examples of anchoring bias, herd mentality, confirmation bias, distinction bias, loss aversion, hindsight bias, planning fallacy, availability heuristic, and fundamental attribution error.
2. Specific cognitive biases mentioned include assuming things that come to mind more easily are more common, blaming victims of injustice to maintain belief in a just world, and taking credit for successes but blaming failures on external factors.
3. The document suggests that recognizing cognitive biases can help understand how and why human judgment can go wrong in systematic ways.
The cost of irrationality - how poker players perform better by avoiding cogn...Lasse Ringstad
The presentation demonstrates how cognitive biases is detrimental strategic decision-making.
In particular - it illustrates how poker players perform better by avoiding the availability and representativeness bias.
Finally it illustrates some advice on how to avoid these cognitive errors and improve your decision-making! :)
The document discusses various ways that groups make decisions and potential pitfalls to avoid. It describes phenomena like groupthink, where the desire for consensus can suppress alternative viewpoints, and the Abilene paradox, where a group takes action that no individual members actually want. It provides tips for building consensus in a group, such as avoiding arguments for just one opinion and seeking differences of views. The key is implementing decisions in a way that considers potential resistance to change.
At InsightNG, we’re always thinking about the future. While our innovative platform has the potential to help solve real and complex problems, we’re aiming higher: we’re determined to empower everyone we touch. Our vision is to help people improve their understanding of the complex challenges or subject matter they encounter every day - whether at school, work or at home.
At InsightNG we’re excited at the possibility of bridging the gap between people and technology: bringing together the wealth of human experience and knowledge and the incredible advances of technology to create something altogether new.
We anticipate a future where people and intelligent technology work together to solve specific problems and challenges – your challenges. The technology we’ve developed, Your Smartest Friend, understands your life, your context.
Our ultimate goal is to create the Cognitive Fabric of a Global Brain, that harnesses distributed intelligence to facilitate the expansion of human understanding and the flexibility in the way each of us perceives the challenges we face.
This discussion document is intended to share our thinking and seek out like-minded individuals or organizations who would like chat or collaborate around areas of mutual interests.
Urgent problems, rational solutions and passionate patient advocates are necessary but not sufficient to create change in health care organisations.
Lois Kelly and Carmen Medina of Rebels at Work will look at common mistakes in developing and introducing new ideas and discuss important and often overlooked organizational, interpersonal and personal self-awareness practices needed to navigate the journey from ‘I see a problem and have an idea’ to the idea being adopted.
The Psychology of Motivation: What Makes You DO Stuff?Arthur Doler
The document discusses theories of motivation and presents a model of Type I and Type X motivation. Type I motivation is driven by autonomy, mastery, and purpose and performs best in the long run. Type X motivation is driven by external rewards and performs best in the short run. The document recommends identifying individual and team motivation types and promoting autonomy, mastery, and purpose to encourage Type I motivation.
The document summarizes Stephen Covey's book "The 7 Habits of Highly Effective People" which outlines seven habits that can make people more effective. The seven habits are: 1) Be Proactive, 2) Begin with the End in Mind, 3) Put First Things First, 4) Think Win-Win, 5) Seek First to Understand, Then to Be Understood, 6) Synergize, and 7) Sharpen the Saw. The habits are based on paradigms and principles like continuous learning, service, and balance. Developing effective habits involves gaining knowledge, skills, and desire. The document also discusses moving along a maturity continuum from dependence to independence to interdependence.
What Makes You DO Stuff? - The Psychology of Motivation @ Prairie.Code() 2016Arthur Doler
Are you sick of the words "motivation", "empowerment", "engagement", or "incentivize"? Are you convinced that any attempt to actually motivate you, your coworkers, or your employees is doomed to end in a dystopian Dilbert-like nightmare? Do you suspect some of your coworkers - or even you - might be motivated by something other than money (and might even be replicants)? No need for a Voight-Kampff test... just come learn about the psychology of motivation, and how your brain responds to it! We'll cover the history of motivation theory, some more modern concepts that aren't often talked about, and then offer some suggestions about how to use your new knowledge to help your company - or at least you - finally get rid of those "Teamwork!" posters on the walls.
This document discusses cognitive biases that can affect drug discovery and medicinal chemistry. It begins by defining cognitive biases as mental shortcuts based on incomplete information that can lead to illogical inferences. It then explains that cognitive biases evolved for survival but can be costly. Several specific biases are described like confirmation bias, representativeness bias, and anchoring bias. The document stresses that scientists are not immune to these biases and provides examples of how biases can influence areas like data interpretation, compound optimization, and technology adoption in drug discovery. It concludes by suggesting strategies like statistical thinking, considering alternative hypotheses, and debate to help avoid cognitive biases.
The document discusses leveraging neurobiological principles of genius to design workplaces of extraordinary creativity. It advocates for designing organizations based on principles of emergent complexity seen in the human brain and nature. This includes encouraging interconnectedness, curiosity, independent thinking and whole brain approaches. The document also promotes practices like mobbing, cross-boundary collaboration and increasing diversity to allow for emergent innovation and problem solving to arise from the bottom-up in a self-organizing manner. The goal is to cultivate psychological safety, imagination, performance and anti-fragility in organizational systems.
As thinking human beings and team leaders or architects we can benefit from knowing more about how we think, deliberate and decide. Most teams rely on trust, transparency, collaboration, and collective decision-making. “Thinking, Fast and Slow,” by Daniel Kahneman explains two systems that drive how we think. System 1 thinking is fast, intuitive, and emotional; System 2 is slow, deliberate, and logical.
In this presentation you learn how fast and slow thinking affects your reactions, behaviors, and decision-making. You’ll explore how several common development practices (with an emphasis on some agile practices), can amplify and exploit your thinking abilities and where they might lead you astray.
Fast thinking works pretty well in a well-known context. You save time when you don’t have to deliberate over details and nuances in order to make informed decisions. But fast thinking can lead to extremely poor decisions. You might jump to conclusions, be wildly optimistic, or greatly under-assess risks and rewards. You need to exploit both fast and slow thinking and be acutely aware of when fast thinking is tripping you up.
Daniel Kahneman's book "Thinking Fast and Slow" discusses two systems that govern our judgments and decision making: system 1 thinks fast and automatically, while system 2 thinks slow and deliberately. System 1 is prone to errors and biases like anchoring, availability, and overconfidence. Kahneman explores how the mind relies on heuristics that can lead us astray, like preferring confirmation over falsification. The book provides insights into how the automatic and deliberate processes of thinking can be leveraged to make better judgments and decisions.
What Makes You DO Stuff? - The Psychology of Motivation @ Indy.Code() 2017Arthur Doler
Are you sick of the words "motivation", "empowerment", "engagement", or "incentivize"? Are you convinced that any attempt to actually motivate you, your coworkers, or your employees is doomed to end in a dystopian Dilbert-like nightmare? Do you suspect some of your coworkers - or even you - might be motivated by something other than money (and might even be replicants)? No need for a Voight-Kampff test... just come learn about the psychology of motivation, and how your brain responds to it! We'll cover the history of motivation theory, some more modern concepts that aren't often talked about, and then offer some suggestions about how to use your new knowledge to help your company - or at least you - finally get rid of those "Teamwork!" posters on the walls.
Article by Guy Mason from Testing Publication The Testing Planet: The Curious...Guy Mason
The document discusses how curiosity can shape a tester's behaviors and drive them to uncover more about the system or product they are testing. It describes how curiosity leads testers to explore avenues beyond what is necessary and experience surprises. A curious mind is inquisitive and seeks new information. The document argues that reawakening curiosity in testers by facilitating exploratory opportunities can help develop their lateral thinking skills and engagement with the testing process.
The document discusses various perspectives on critical thinking. It defines critical thinking as the intellectually disciplined process of conceptualizing, applying, analyzing, synthesizing, and evaluating information. Other definitions view it as actively conceptualizing and reaching conclusions. Critical thinking is important for understanding ideas, evaluating arguments, and solving problems systematically. It also discusses how to foster critical thinking through establishing a culture of dialogue, building personal meaning profiles for learners, understanding students' interests, and challenging students to share their thoughts. The final thoughts discuss how the influx of information poses challenges to obtaining thoughtful insights and the importance of allowing time for reflection.
This document discusses appreciative inquiry and positive change. It provides an overview of appreciative inquiry principles and methods, including focusing on strengths rather than deficiencies, generative questions, and envisioning ideal futures. Examples are given of appreciative inquiry topics and processes used in organizational change initiatives.
Computers are faster than humans, but humans are better in many tasks. This is not only due to the fact that we are "smart". In many cases of everyday life we are not using our cognitive power, since we have no time, or we simply are so trained to the task that we do it "without thinking". Instead of using "reasoning", we often reply on heuristic methods, that are fast, frugal and "ecologic", but in some situation fail spectacularly. Autonomous agents and portable devices are becoming pervasive, they have to interact more and more with humans. Moreover, it might be possible to exploit the knowledge that evolution has stored in human heuristics in the ICT field.
Everything to start creative processes, from understanding to tools, process and applications for professionals and start ups. Discover brainstorming, dialogue and play.
Neuroscience of Grantmaking and GivingTony Macklin
We are not as intentional as we think we are. The unconscious biases and mental shortcuts in our hidden brains make us predictably irrational, including in our grantmaking and giving. In this session, you’ll learn what philanthropy is learning from the newer fields of neuroscience, cognitive science, and behavioral economics. And, you’ll learn tips for helping your staff, board, yourself, and your grantees make more informed decisions.
Persuasion architectures: Nudging People to do the Right ThingUser Vision
Review of some of the most popular commercial and public sector persuasion methodologies. Plus some reasons why they may not work and some criticisms, and a comparison of how supermarkets persuade us, offline.
Heuristics, bias and critical thinking in testing distributionMatt Mansell
This was a day long workshop I gave at the NZTester 2015 conference. Looking at psychology and cognitive science research and how to apply that to testing.
1. The document discusses various cognitive biases and logical fallacies that influence human judgment, decision making, and memory. It provides examples of anchoring bias, herd mentality, confirmation bias, distinction bias, loss aversion, hindsight bias, planning fallacy, availability heuristic, and fundamental attribution error.
2. Specific cognitive biases mentioned include assuming things that come to mind more easily are more common, blaming victims of injustice to maintain belief in a just world, and taking credit for successes but blaming failures on external factors.
3. The document suggests that recognizing cognitive biases can help understand how and why human judgment can go wrong in systematic ways.
The cost of irrationality - how poker players perform better by avoiding cogn...Lasse Ringstad
The presentation demonstrates how cognitive biases is detrimental strategic decision-making.
In particular - it illustrates how poker players perform better by avoiding the availability and representativeness bias.
Finally it illustrates some advice on how to avoid these cognitive errors and improve your decision-making! :)
The document discusses various ways that groups make decisions and potential pitfalls to avoid. It describes phenomena like groupthink, where the desire for consensus can suppress alternative viewpoints, and the Abilene paradox, where a group takes action that no individual members actually want. It provides tips for building consensus in a group, such as avoiding arguments for just one opinion and seeking differences of views. The key is implementing decisions in a way that considers potential resistance to change.
At InsightNG, we’re always thinking about the future. While our innovative platform has the potential to help solve real and complex problems, we’re aiming higher: we’re determined to empower everyone we touch. Our vision is to help people improve their understanding of the complex challenges or subject matter they encounter every day - whether at school, work or at home.
At InsightNG we’re excited at the possibility of bridging the gap between people and technology: bringing together the wealth of human experience and knowledge and the incredible advances of technology to create something altogether new.
We anticipate a future where people and intelligent technology work together to solve specific problems and challenges – your challenges. The technology we’ve developed, Your Smartest Friend, understands your life, your context.
Our ultimate goal is to create the Cognitive Fabric of a Global Brain, that harnesses distributed intelligence to facilitate the expansion of human understanding and the flexibility in the way each of us perceives the challenges we face.
This discussion document is intended to share our thinking and seek out like-minded individuals or organizations who would like chat or collaborate around areas of mutual interests.
Urgent problems, rational solutions and passionate patient advocates are necessary but not sufficient to create change in health care organisations.
Lois Kelly and Carmen Medina of Rebels at Work will look at common mistakes in developing and introducing new ideas and discuss important and often overlooked organizational, interpersonal and personal self-awareness practices needed to navigate the journey from ‘I see a problem and have an idea’ to the idea being adopted.
The Psychology of Motivation: What Makes You DO Stuff?Arthur Doler
The document discusses theories of motivation and presents a model of Type I and Type X motivation. Type I motivation is driven by autonomy, mastery, and purpose and performs best in the long run. Type X motivation is driven by external rewards and performs best in the short run. The document recommends identifying individual and team motivation types and promoting autonomy, mastery, and purpose to encourage Type I motivation.
The document summarizes Stephen Covey's book "The 7 Habits of Highly Effective People" which outlines seven habits that can make people more effective. The seven habits are: 1) Be Proactive, 2) Begin with the End in Mind, 3) Put First Things First, 4) Think Win-Win, 5) Seek First to Understand, Then to Be Understood, 6) Synergize, and 7) Sharpen the Saw. The habits are based on paradigms and principles like continuous learning, service, and balance. Developing effective habits involves gaining knowledge, skills, and desire. The document also discusses moving along a maturity continuum from dependence to independence to interdependence.
What Makes You DO Stuff? - The Psychology of Motivation @ Prairie.Code() 2016Arthur Doler
Are you sick of the words "motivation", "empowerment", "engagement", or "incentivize"? Are you convinced that any attempt to actually motivate you, your coworkers, or your employees is doomed to end in a dystopian Dilbert-like nightmare? Do you suspect some of your coworkers - or even you - might be motivated by something other than money (and might even be replicants)? No need for a Voight-Kampff test... just come learn about the psychology of motivation, and how your brain responds to it! We'll cover the history of motivation theory, some more modern concepts that aren't often talked about, and then offer some suggestions about how to use your new knowledge to help your company - or at least you - finally get rid of those "Teamwork!" posters on the walls.
This document discusses cognitive biases that can affect drug discovery and medicinal chemistry. It begins by defining cognitive biases as mental shortcuts based on incomplete information that can lead to illogical inferences. It then explains that cognitive biases evolved for survival but can be costly. Several specific biases are described like confirmation bias, representativeness bias, and anchoring bias. The document stresses that scientists are not immune to these biases and provides examples of how biases can influence areas like data interpretation, compound optimization, and technology adoption in drug discovery. It concludes by suggesting strategies like statistical thinking, considering alternative hypotheses, and debate to help avoid cognitive biases.
The document discusses leveraging neurobiological principles of genius to design workplaces of extraordinary creativity. It advocates for designing organizations based on principles of emergent complexity seen in the human brain and nature. This includes encouraging interconnectedness, curiosity, independent thinking and whole brain approaches. The document also promotes practices like mobbing, cross-boundary collaboration and increasing diversity to allow for emergent innovation and problem solving to arise from the bottom-up in a self-organizing manner. The goal is to cultivate psychological safety, imagination, performance and anti-fragility in organizational systems.
As thinking human beings and team leaders or architects we can benefit from knowing more about how we think, deliberate and decide. Most teams rely on trust, transparency, collaboration, and collective decision-making. “Thinking, Fast and Slow,” by Daniel Kahneman explains two systems that drive how we think. System 1 thinking is fast, intuitive, and emotional; System 2 is slow, deliberate, and logical.
In this presentation you learn how fast and slow thinking affects your reactions, behaviors, and decision-making. You’ll explore how several common development practices (with an emphasis on some agile practices), can amplify and exploit your thinking abilities and where they might lead you astray.
Fast thinking works pretty well in a well-known context. You save time when you don’t have to deliberate over details and nuances in order to make informed decisions. But fast thinking can lead to extremely poor decisions. You might jump to conclusions, be wildly optimistic, or greatly under-assess risks and rewards. You need to exploit both fast and slow thinking and be acutely aware of when fast thinking is tripping you up.
Daniel Kahneman's book "Thinking Fast and Slow" discusses two systems that govern our judgments and decision making: system 1 thinks fast and automatically, while system 2 thinks slow and deliberately. System 1 is prone to errors and biases like anchoring, availability, and overconfidence. Kahneman explores how the mind relies on heuristics that can lead us astray, like preferring confirmation over falsification. The book provides insights into how the automatic and deliberate processes of thinking can be leveraged to make better judgments and decisions.
What Makes You DO Stuff? - The Psychology of Motivation @ Indy.Code() 2017Arthur Doler
Are you sick of the words "motivation", "empowerment", "engagement", or "incentivize"? Are you convinced that any attempt to actually motivate you, your coworkers, or your employees is doomed to end in a dystopian Dilbert-like nightmare? Do you suspect some of your coworkers - or even you - might be motivated by something other than money (and might even be replicants)? No need for a Voight-Kampff test... just come learn about the psychology of motivation, and how your brain responds to it! We'll cover the history of motivation theory, some more modern concepts that aren't often talked about, and then offer some suggestions about how to use your new knowledge to help your company - or at least you - finally get rid of those "Teamwork!" posters on the walls.
Article by Guy Mason from Testing Publication The Testing Planet: The Curious...Guy Mason
The document discusses how curiosity can shape a tester's behaviors and drive them to uncover more about the system or product they are testing. It describes how curiosity leads testers to explore avenues beyond what is necessary and experience surprises. A curious mind is inquisitive and seeks new information. The document argues that reawakening curiosity in testers by facilitating exploratory opportunities can help develop their lateral thinking skills and engagement with the testing process.
The document discusses various perspectives on critical thinking. It defines critical thinking as the intellectually disciplined process of conceptualizing, applying, analyzing, synthesizing, and evaluating information. Other definitions view it as actively conceptualizing and reaching conclusions. Critical thinking is important for understanding ideas, evaluating arguments, and solving problems systematically. It also discusses how to foster critical thinking through establishing a culture of dialogue, building personal meaning profiles for learners, understanding students' interests, and challenging students to share their thoughts. The final thoughts discuss how the influx of information poses challenges to obtaining thoughtful insights and the importance of allowing time for reflection.
This document discusses appreciative inquiry and positive change. It provides an overview of appreciative inquiry principles and methods, including focusing on strengths rather than deficiencies, generative questions, and envisioning ideal futures. Examples are given of appreciative inquiry topics and processes used in organizational change initiatives.
Computers are faster than humans, but humans are better in many tasks. This is not only due to the fact that we are "smart". In many cases of everyday life we are not using our cognitive power, since we have no time, or we simply are so trained to the task that we do it "without thinking". Instead of using "reasoning", we often reply on heuristic methods, that are fast, frugal and "ecologic", but in some situation fail spectacularly. Autonomous agents and portable devices are becoming pervasive, they have to interact more and more with humans. Moreover, it might be possible to exploit the knowledge that evolution has stored in human heuristics in the ICT field.
Everything to start creative processes, from understanding to tools, process and applications for professionals and start ups. Discover brainstorming, dialogue and play.
Neuroscience of Grantmaking and GivingTony Macklin
We are not as intentional as we think we are. The unconscious biases and mental shortcuts in our hidden brains make us predictably irrational, including in our grantmaking and giving. In this session, you’ll learn what philanthropy is learning from the newer fields of neuroscience, cognitive science, and behavioral economics. And, you’ll learn tips for helping your staff, board, yourself, and your grantees make more informed decisions.
Persuasion architectures: Nudging People to do the Right ThingUser Vision
Review of some of the most popular commercial and public sector persuasion methodologies. Plus some reasons why they may not work and some criticisms, and a comparison of how supermarkets persuade us, offline.
This document summarizes Robert Cialdini's six principles of persuasion: 1) Reciprocation - people feel obligated to repay favors; 2) Consistency - people want to be consistent with their past statements/actions; 3) Social proof - people follow the actions of others; 4) Authority - people defer to experts; 5) Likeability - people are more influenced by those they like; and 6) Scarcity - things seem more valuable when rare or unavailable. These principles represent fundamental human instincts that marketers can leverage as "weapons of influence" to increase compliance and sales.
Social cognition refers to how people process and respond to social information. It involves interpreting social cues, analyzing social situations, and remembering social information using mental structures called schemas. Schemas help organize our knowledge about social roles, people, and events. When making judgments with limited time and information, people rely on mental shortcuts called heuristics. However, social cognition is not always rational and can involve errors like unrealistic optimism and counterfactual thinking.
This document provides an introduction to scenario planning and discusses its importance for dealing with uncertainty. It outlines some key concepts:
1. Scenario planning allows organizations to think about multiple possible futures rather than relying on single predictions, helping them adapt to changing environments.
2. Cognitive biases like overconfidence and confirmation bias can prevent organizations from detecting signals of change or updating their thinking. Scenario planning addresses this by challenging assumptions.
3. Scenarios are used to embed signals about the future into organizations' mental models of the world in order to draw conclusions and take action, facilitating learning.
4. Constructing and discussing scenarios explicitly challenges conventional wisdom and helps integrate alternative views of the future into decision making.
Testing United 2021: The hidden logic of thinking for testers.pdfNITHIN S.S
Ability to think deeper is one of the most valuable skills that every tester needs, and yet it is rarely taught in universities and even in workplaces. In today’s world, problems are becoming more complex with the addition of new technologies, tools and approaches. To deal with these challenges and remain competitive we should start to think about thinking and build a framework that helps us to face any testing challenges thoughtfully and require a new toolset or framework for thinking. At its core, it must be a framework that helps with problem-solving & provides a structure for our solutioning process. For this, learning and understanding how to spot gaps in our thinking process play a significant role.
As explained by Daniel Kahneman in the book “Thinking, Fast and Slow”, our brains have two thinking systems, ‘System 1’ which is faster and intuitive and the slower and contemplative ‘System 2’. The interaction of the two systems often helps us to get things right or fail at times. Understanding the way we use these systems to think helps us in better decision making and problem-solving. Connecting all the dots around thinking, I have figured out some hidden logics that we still need to explore and analyse. This talk will get you thinking about how you naturally think and unleash its full potential to be a skilled tester by leveraging those hidden logics & approaches.
Key takeaways:
Explains the importance/role of different thinking types in testers
Improve your ability to think, analyse and interpret using those thinking types
Guides how to generate a unique art of thinking(Incorporate thinking with metacognitive skills) for testers
Learn to spot “gaps” in the thinking process
Role of design thinking & Empathic thinking in the craft of testing
Leland Sandler's Presentation on Creating and Capturing valueLeland Sandler
Leland Sandler & the Sandler Group present “Creating and Capturing Value”, using behavior tools to create more effective, successful, and confident leaders.
Follow Leland:
WEBSITE: http://lelandsandler.com/
THE SANDLER GROUP: http://sandlergroup.net/
TWITTER: https://twitter.com/lelandsandler
FACEBOOK: http://facebook.com/thesandlergroup
The document discusses various cognitive biases and heuristics that influence perception and decision making. It explains attribution theory, which suggests that people attempt to determine whether behaviors are internally or externally caused. Some common biases discussed are the fundamental attribution error, self-serving bias, selective perception, halo effect, and stereotyping. The rational model of decision making assumes people have complete information and choose the optimal option, but in reality people use bounded rationality and satisfice. Intuition also influences decisions. The document outlines several biases that impair decision making, like anchoring bias and availability bias, and provides some strategies for reducing biases and more ethical decision making.
This document provides an overview of research, including definitions, goals, objectives, and characteristics of the scientific research process. It discusses research as a systematic attempt to answer questions through objective, logical methods. The goals of research are described as theoretical (e.g. description, explanation), practical (e.g. control, prediction), and cognitive. Key aspects of the scientific research process include defining the research problem, reviewing literature, collecting and analyzing data, and reporting findings.
This document summarizes key ideas from behavioral economics, positive psychology, and human achievement. It discusses how optimism, positivity, intrinsic motivation, and growth mindset can lead to happiness and success. Flow states from deliberate practice are also important. Behavioral economics shows humans are predictably irrational, using heuristics and framing. Understanding these principles can help people improve health, happiness, and productivity. The science of being human is an emerging field that provides evidence-based ways to enhance well-being.
Great Fundraising Events - AFP ICON 2017Bloomerang
Fundraising events have become an increasingly important and ubiquitous tool for nonprofit organizations.
But what is it that ultimately makes an event “successful?” and how can events provide new and potentially exciting forms of value for participants?
This session will dive into new Bloomerang-funded research from the Rogare Fundraising Think Tank at Plymouth University, which outlines for the first time what overarching factors may have a part to play in distinguishing genuinely outstanding fundraising events from merely ‘average’ ones.
Learning Outcomes:
Discover how your own efforts compare with an international focus group
Learn the critical success factors that lead to event success
Uncover key recommendations for creating memorable experiences
This document summarizes a presentation on persuasion and influence. It discusses psychological factors that influence decision-making, such as cognitive biases and mental shortcuts. Common influence strategies are also outlined, including reciprocity, social proof, authority, and scarcity. The presentation covers how to make ideas stick through simplicity, unexpectedness, concreteness, credibility, emotions, and storytelling. The overall message is that understanding human psychology is key to effective persuasion and compliance.
This document summarizes a presentation on persuasion and influence. It discusses psychological factors that influence decision-making, such as cognitive biases and mental shortcuts. Common influence strategies are also outlined, including reciprocity, social proof, authority, and scarcity. The presentation covers how to make ideas stick through simplicity, unexpectedness, concreteness, credibility, emotions, and storytelling. The overall message is that understanding human psychology is key to effective persuasion and compliance.
OB-6 Perception and decision making.pdfSindhuDawani1
This document discusses perception, decision making, and biases that influence both. It begins by defining perception as how we organize and interpret sensory impressions to understand our environment. Our perceptions are shaped by factors in the situation, the perceiver, and the target. When perceiving others, we attribute behaviors to internal or external causes using attribution theory. The document then discusses shortcuts in perception like selective perception, halo effect, stereotyping, and self-fulfilling prophecies. It applies these concepts to employment interviews, performance expectations, and evaluations. The document outlines rational decision making processes but notes actual decision making involves biases. It discusses biases, errors, and how to reduce their influence. Finally, it explores how personality, gender, mental ability,
This document discusses decision making and how humans make decisions in two ways: involuntary decision making, which relies on habitual responses, and voluntary decision making, which involves consciously considering options. Voluntary decision making can be influenced by credible sources, authority figures, peer influence, and desires for affection, inclusion, and control. The document also outlines four decision making styles (driver, expressive, amiable, analytical) and provides guidelines for critical decision making such as defining the problem, analyzing assumptions, and tolerating uncertainty.
Based primarily on the book "Change of Heart" by Nick Cooney. This handout goes with the slideshow found at http://www.slideshare.net/oliverlovelltas/psychology-of-social-change-oliver-lovell-aycc-2012 , and the video found at http://youtu.be/iFSgGTzpMsE, note: These notes are from the Students of Sustainability conference version of the presentation, not the same as in the youtube link. Some examples may differ.
Critical thinking involves carefully analyzing and evaluating evidence to guide decision making. It requires being open-minded, skeptical of claims, and willing to consider alternative perspectives. The document outlines characteristics of critical thinkers such as paying attention to claims, having an independent judgment, and being aware of one's own cognitive biases. It also provides tips for thinking critically such as questioning assumptions, looking for meaningful statements, and considering what information may be omitted.
Ethical reasoning: decision science, biases, and errorsJohn Gavazzi
The workshop explores ways to teach ethical reasoning using decision science, cognitive errors, and biases as part of being human. Categories include: the need to act fast, too much information, insufficient evidence, faulty memory processes, and tribal knowledge.
Humans are decision-making creatures that must make many decisions daily. Today's world provides more information to help people make better choices. The document discusses two types of decision making - involuntary, which are habitual decisions, and voluntary, which require more deliberate thought. Voluntary decisions take longer as people study various factors like goals, people involved, and potential outcomes. Voluntary decisions can also be influenced by trusted sources, peer pressure, desires for group acceptance, and needs for control and inclusion.
Similar to Shiny New Toys (and why humans like them so much) (20)
Changing how agencies change - Embedding digital transformation in organisati...Craig Thomler
A personal presentation given to the Public Sector Officers Digital Transformation Summit on 20 April 2017, based on several eGovAU blog posts - '
What comes after digital transformation for government?' (http://egovau.blogspot.com.au/2016/02/what-comes-after-digital-transformation.html) and 'Ensuring that digital transformation delivers the right outcomes for Australia's Government' (http://egovau.blogspot.com.au/2016/12/ensuring-that-digital-transformation.html)
The document discusses how open source software is powering government and provides examples of governments using open source. It proposes having core government systems like accounting, human resources, and office suites available on a USB stick. It then gives examples of governments developing and using open source software including the UK and US sharing code, the Australian National Archives creating a digital preservation system called Xena, and the Indonesian and Australian governments co-developing a disaster impact software called InaSAFE.
Setting the scene: emergencies in social mediaCraig Thomler
This document provides an overview of Craig Thomler's presentation on social media and emergency communications. Some key points discussed include:
- Many emergencies now spread through social media channels first, so emergency responders must engage on these platforms. Ignoring social media is not an effective option.
- During emergencies, social media can be used to disseminate timely information, coordinate resources, monitor situations, and respond to public inquiries. Several case studies of emergencies where social media played an important role are presented.
- Organizations need to incorporate social media into their emergency planning, risk management, and crisis response procedures. This includes establishing social media channels in advance, developing monitoring and engagement strategies,
Craig Thomler discusses his experience with various government 2.0 projects in Australia from 1996 to present day, including PlayNOW (1996-2001), eGovAU, Budget 2014 resources on data.gov.au and smh.com.au, BudgetAus, analysis of the 2014 budget's effects on the public service, the OpenBudget project, and how to get government data through Delib Australia's website or by contacting Thomler directly.
Community engagement in planning - now and into the futureCraig Thomler
The document discusses current and future approaches to online community engagement and tools for public participation. It provides examples of using social media, interactive maps, games and augmented reality to facilitate conversations around urban planning and design. The presentation encourages the use of technology to better engage communities in discussions about their cities.
Crowdfunding: How to set up a campaign (from my personal experience)Craig Thomler
This is the presentation I gave at BarCamp Canberra 2014 about my experience setting up a crowdfunding campaign.
I launched my Kickstarter at the end of the presentation.
Learn more about it at: www.kickstarter.com/projects/socialmediaplanner/social-media-planner
Becoming Social - Social media records managementCraig Thomler
The document discusses the growing use of social media by Australian government agencies and the need to integrate record keeping into social media strategies. It notes that over 90% of Australian government agencies now use at least one social media channel, compared to 78% of ASX 200 companies. However, it warns that without proper records management, there is a risk of a "digital dark age" as data and records are already disappearing. It argues that any social media strategy should consider records management and include context, goals, audience, methodology, tools, guidelines, and content plan. Integrating record keeping will help with issues around collecting, retaining, discovering and providing context for social media interactions and user-generated content.
Social Government - Given at Social Business 2014Craig Thomler
The document discusses how governments in Australia have increasingly adopted social media over the past four years, with over 1,200 online consultations, 920 Twitter accounts, 120 blogs, 250 Facebook pages, and 300 mobile apps used across agencies. It notes that Australian government agencies now use social media more than ASX 200 companies and federal politicians, with over half of agencies using it for stakeholder engagement. The document provides advice for businesses on learning from how government uses social media, such as monitoring conversations, going mobile when appropriate, offering opportunities for influence, framing conversations carefully, and training staff while also encouraging community innovation and involvement.
Has government found its feet in social media?Craig Thomler
The document discusses the progress of government use of social media in Australia. It finds that while government use of social media has increased significantly over the past decade as more agencies and politicians create accounts, there are still challenges to address, such as organizational culture and skills. Overall, government social media use is improving but progress remains uneven across departments and more focus is needed on quality over just quantity of accounts.
The latest in Global Digital Government - RightClick 2013 presentation from C...Craig Thomler
This document discusses the increasing use of digital technologies and social media by governments around the world. It provides statistics showing that over 65% of Australians now use social media, and 73% of Australian government agencies and 77% of Australian politicians use social media. Many governments have Twitter accounts, Facebook pages, and YouTube channels. The use of open data portals and open government initiatives is also growing globally. While digital technologies are becoming mainstream, the focus should remain on using them in ways that improve relevance, simplicity, and ease of use for citizens.
The document summarizes Plan Melbourne, a large public consultation to help shape the future of Melbourne, Australia to 2050. Over 50,000 people participated through various channels like surveys, forums, social media and a website. Key findings included the importance of consistent messaging across multiple channels, continual evaluation to refine the approach, and the value of partnerships to help manage such a large initiative. Social media was highly effective at increasing reach and engagement. The consultation represented the largest in Victoria's history and provided valuable insights to help plan Melbourne's long term development.
Transparency in Government - Gov 2.0 and what it means for Science JournalistsCraig Thomler
The document discusses Government 2.0, which advocates for more participatory democracy through empowering citizens to participate in government decision making, making public data transparent and reusable, and supporting community-led initiatives. Government 2.0 is important for science journalism because it changes who funds, collects, analyzes and reports on scientific data and findings, as well as how scientific findings are published and inform policy. Over 281 open data catalogs have been released in the last four years worldwide and 59 countries have joined the Open Government Partnership, showing Government 2.0 is a global movement not bound to any particular ideology.
The document discusses the rise of social media use in Australian government, with over 73% of agencies now using social media for official purposes. It explores how the concepts of open government are expanding through Gov 2.0 initiatives that empower citizens to participate more directly in decision-making. Gov 2.0 represents a shift towards creating a more participatory relationship between governments and citizens through the use of digital technologies and open data.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
-------------------------------------------------------------------------------
Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
-------------------------------------------------------------------------------
For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
9. Suidobashi KR01 Kuratas Battle Mech. Can be operated by smartphone, inc. working gattling gun
Comes in 16 colours and a $90 cupholder in the cockpit is optional.
13. The case of the
Attractive Chicken
and the
Unattractive Chicken
14.
15. Attractive Chicken vs Unattractive Chicken
Study by Marketing professor Raj Raghunathan and Ph.D. student Szu-Chi Huang of the
McCombs School of Business.
• Showed participants two chicken photos
• Told them the plump one was a natural chicken, and
that the sickly one had been genetically engineered
• Half were told natural chickens were healthy but less tasty, and
genetically engineered chickens were tasty, but less healthy
• The others were told the opposite
16. Attractive Chicken vs Unattractive Chicken
Both groups preferred the plump chicken:
• The first group claimed they valued health above taste
• The second group said taste was more important
• Neither group justified their choice based on
how they felt about the chicken's looks
17. Research suggests that
humans are “hard-wired” to believe
It requires significant cognitive resources to test an assumption,
so it’s more efficient to believe most claims than reject them
This is why we mostly trust big institutions, well-known brands, and
figures of authority - we don’t have the resources to test every
assumption
And it’s one reason advertising works… we can’t test so many claims!
In other words:
• acceptance of an idea requires low effort,
• subsequent rejection of that idea requires greater effort
18. Rational
Collect and decision making
analysis the
data
Consider
potential
alternatives
Arrive at
rational
decision
19. Most human
Impulsive or
emotional decision making
response
(amygdala)
Data selection
and analysis
(neocortex)
Justify decision
(already) made
20. More and more, psychological
Human decision
and neurological science is making
discovering that much of our
decision-making is made at an
unconscious and emotional
level.
What we are now finding is that However when thinking about
when we are thinking about difficult, exciting, interesting
mundane and simple activities, such as investing in a
issues, such as small new business, or buying a $10
calculations, the brain areas million lottery ticket, the brain
associated with rational areas associated with emotion
planning (such as the pre- – such as the midbrain
frontal cortex) tend to be more dopamine system – become
active. more active.
Source: Paul Harrison, ASIC Summer School
22. Humans are not naturally
rational decision-makers
• People make their decisions impulsively, then stand by their
impulses as if their decisions were made rationally.
• People make their decisions based on their own
experiences, weighting this more highly than evidence from other
sources
• People tend to make decisions on their own, instead of connecting
with numerous others for outside perspectives
• People are unaware of how the influence of a specific question
changes how they make their decisions
• People avoid things they perceive as risky – and things they do not
personally understand are, by default, very risky
Source: The science of influence by Kevin Hogan
23. Humans have
biases
• Selective search for evidence (Confirmation bias) – We gather
facts supporting certain conclusions, disregarding facts that
support different conclusions.
• Premature termination of search for evidence – We tend to
accept the first alternative that looks like it might work.
• Inertia – We can be unwillingness to change thought patterns that
we have used in the past in the face of new circumstances.
• Selective perception – We actively screen-out information that we
do not believe is important.
• Wishful thinking (optimism bias) – We tend to want to see things
in a positive light and this can distort our perception and thinking.
• Choice-supportive bias - we distort our memories of chosen and
rejected options to make those chosen seem more attractive.
24. Humans have
biases
• Recency – We tend to place more attention on more recent
information and either ignore or forget more distant information.
• Repetition bias – We have a willingness to believe what we’ve been
told most often and by the greatest number of different sources.
• Anchoring & adjustment – Our decisions may be unduly influenced
by initial information that shapes our view of later information.
• Group think – We may be pressured to conform to group opinions.
• Source credibility bias – We’re inclined to reject information where
we have a bias against the person, organization, or group, but are
inclined to accept information from someone we like.
• Incremental decision making and escalating commitment – We silo
decisions, looking at each as a small step in a process. This tends to
perpetuate a series of similar, escalating decisions.
25. Humans have
biases
• Attribution asymmetry – We tend to attribute our success to our
abilities and talents, but attribute our failures to bad luck or
external factors. Meanwhile we tend to attribute the success of
others to good luck, and their failures to their mistakes.
• Role fulfillment (Self-fulfilling prophecy) – We conform to the
decision making expectations that others have of someone in our
position and environment.
• Underestimating uncertainty and the illusion of control – We tend
to underestimate future uncertainty because we tend to believe we
have more control over events than we really do.
• Framing bias – we interpret information based on how, when and
where it is presented to us, rather than objectively.
Source: Wikipedia ‘decision-making’
26. But humans can make
rational decisions
• Self awareness – Recognise, accept & compensate
for your biases as necessary.
• Self reflection – Respect your instincts, but reflect
before acting.
• Critical thinking – Test assumptions
• Employ a methodology – Use a
neutral decision-making process,
and don’t second guess it!
27. If we try
really, really hard!
• Am I simply intrigued by the shininess and newness of
this Toy, or is there really something there?
• What would I need to know & what questions would I
need answered to figure out whether this Shiny New Toy
is worth my attention?
• How long will it reasonably take me to figure out what I
need to know? Can I even afford that investment? How
does it impact what I’m doing now?
• Should I go ahead and…
Hey wait! There’s another Shiny New Toy!
28.
29. My experience in
government online teams
I need a…
• New website
• Facebook page
• Twitter account
• Forum
• Mobile app
• Machine that goes ‘ping’
30. My experience in
government online teams
I need a…
• New website
• Facebook page
Why?
• Twitter accountPerson said they wanted a new one
• The Minister/Senior
• Forum know that we had a website already
• I didn’t
• • I BELIEVE our existing websites;
Mobile app
• are too ‘govvie’, • are hard to update,
• Machine that goes ‘ping’ too slow,
• are hard to search, • are
• are the wrong colour, • are managed badly,
• aren’t used by anyone, • don’t use social media.
32. The outcome
I seek
My goal is to…
• Meet a legal requirement
• Address a Ministerial priority
• Present information on a topic
• Inform the community about their options
• Consult the community on an issue/policy
• Empower communities to do for themselves
33. For example
My goal is to…
• Provide access to information on
drugs to young people at the time
and place at which they are making a
decision on whether to take them.
34.
35. For example
My goal is to…
• Provide communities with local
information to help empower them to
be more involved in local
decision-making
36.
37. For example
My goal is to…
• Have people share their weight-loss
journey, seeking reinforcement from
their peers.