When we create learning solutions, what we really want is to create a new behavior or change behavior in some way. So, what does it take to create a new behavior?

On this episode of Learning for Good, I’m sharing lessons from behavior change experts Charles Duhigg, James Clear, and BJ Fogg. Then, I’m going to take those behavior change lessons and translate them into workplace learning.

▶️ Key Points:

00:58 The challenges of creating a new behavior

02:59 Behavior change lessons from Charles Duhigg, James Clear, and BJ Fogg

06:07 Applying behavior change principles to workplace learning

At the end of the day, when you create learning solutions for your nonprofit, you’re not just trying to share information.

You’re trying to change behavior.

And here’s the hard truth:

Most training programs completely miss what it actually takes to create lasting behavior change.

They dump information into people’s heads...

Expect different actions to magically happen...

And then wonder why nothing sticks.

If you want learning that actually transforms how people show up at work, you have to start with behavior science—not guesswork.

Today, we are going to look at the research (and I’ll share examples).

Behavior Change Models for Learning Designers

In this episode of Learning for Good, I shared lessons from behavior science experts like Charles Duhigg, James Clear, and BJ Fogg—and how their work applies directly to nonprofit training and leadership development.

Here’s the essential truth:

Information alone doesn’t create action.

Behavior change depends on four key elements:

Cue — A prompt that triggers the new behavior
Craving — A real, internal motivation to act
Routine — A simple, repeatable action
Reward — A meaningful payoff that reinforces the habit

If your training misses any one of these, the change won’t likely stick.

Using Behavior Science in Learning

Let’s put this into an example. Let’s say you want your staff or volunteers to capture key information about the people you serve.

A traditional training might look like:

A PowerPoint about the importance of data
A list of steps to enter information
Maybe some practice if you’re lucky

But without designing for cue, craving, routine, and reward, real change won’t happen.

Here’s how we can apply behavior change principles:

Identify or Design Behavior Prompts.

When exactly should the staff collect the information?

When the client calls?
When they check in for a service?
After a session ends?

Sometimes the prompt exists. In this case, we want to design training around that exact moment.

Other times the prompt doesn’t exist, and we need to design a prompt instead.

Tap into Learner Motivation.

Why would your audience want to perform the behavior you need them to perform?

Will collecting this information make their jobs easier?
Will it help them avoid burnout because you can better staff the facility?
Will it help you show impact to funders (and keep their jobs secure)?

Tie the action to personal meaning, not just organizational need.

Make it Easy to Perform the Behavior.

What’s the smallest, clearest, easiest version of the behavior?

And how can you make it even easier to implement?

Examples might be:

A three-question intake form they can memorize
A simple checklist on their desk

If it’s complicated, it won’t become a habit.

Deliver a Meaningful Reward to the Learner.

How can they feel the payoff quickly?

Immediate thanks or recognition
A lighter workload because you’ve staffed appropriately

People need to feel the win for the behavior to stick.

To learn more about these behavior change models and hear these examples in more detail, tune into episode 132 of the Learning for Good podcast.

And grab the experts’ books here:

The Power of Habit by Charles Duhigg

Atomic Habits by James Clear

Tiny Habits by BJ Fogg

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