48 people were shown 100 sets of numbers of different lengths, split up into a number of smaller chunks. After seeing each set, they were asked to recall the numbers in a memory test.

The results found that, on average, people were good at remembering about 7 numbers and 4 chunks before memory errors started kicking in.

Chunk for clarity.

‍Our short-term memory is limited, so whether you're designing a food menu or trying to share a new idea, prevent Analysis Paralysis by breaking information down into 3-5 smaller bites that are easier to process. 

Chunk requests.

‍If you're asking for a lot of info from customers, how can you break the task into more manageable segments?

Data capture company, Typeform are a great example of this, turning the concept of chunking into a core USP for its data capture products.

Chunk for long-term understanding.

Boost knowledge retention by structuring each chunk learned to build upon what was learned in previous ones. Repeat past chunks to build a strong, modular connection between fragmented bouts of learning.

Language app, Duolingo does this in an engaging visual way.

City Planners of Garden Grove, California installed Active Radar Speed Signs at 5 locations to provide real-time feedback on the speed of 58,000 drivers. LEDs would also flash if drivers exceeded speed limits by more than 5MPH.

After installation of the feedback systems, average speed dropped 22% from 44 to 34mph.

First, determine the behavior to change. Measure, capture and store the relevant data. 

Communicate it back to the individual in a relevant, context-sensitive way that ultimately provokes an emotional reaction.

Provide clear consequences for action or inaction. It’s critical to get the right balance between not being too subtle and not being too intrusive or authoritarian (which we filter out).

Lastly, allow for opportunities to immediately rectify the behavior - which should also be tracked - completing the loop and eventually changing the behavior pattern.  Remember to reward compliance as much as you penalize inaction to increase effectiveness.

58 households in Philadelphia, Pennsylvania had their fruit and veg shopping monitored for 8 weeks. Half were offered a 50% discount reward on all fruit and veg purchased and half were not.

Results showed that the reward increased healthy food purchasing behavior from 6.4 to 16.7 servings of fruit and veg  on average per week per household.

Rewards come in two types: Extrinsic and Intrinsic. 

‍Extrinsic rewards are economic: pay, discounts, working conditions, gold stars, healthcare, promotions etc. 

Intrinsic rewards are emotional, coming from a sense of achievement through skill and hard work, unplanned verbal praise from authority figures, and peer recognition.

Too much extrinsic will lessen internal motivation as it’s seen as controlling, especially if they’re later removed (Murayama et al., 2010). Ensure that they’re significant enough to motivate against task boredom (Hidi, 2015) and are in line with the market needs of employees / customers.

Focus on rewarding intrinsically - seen as a superior reward (Deci et al., 1999) - with greater levels of trust, choice and freedom to make one’s own decisions. You’ll be rewarded with a more motivated, loyal following as a result.