Understand that complex, systemic, changes are needed for the big problems. They tend to be from multiple, large scale, long-term, structural causes (rather than individual bad actors).
Focus outward, on future actions (rather than (only) inwards, on past blame and guilt)
Promote helpful co-operation (rather getting squirming defensiveness from blaming)
Nudging
Use anchoring.
Use loss aversion.
Use availability bias.
Use mere measurement effect (ask, for details).
Positive Injunctive > Negative Informational.
Emotional
Use an emotional argument. Entertain and excite to overcome indifference, disinterest, apathy.
Use human-scale stats or vivid details. Show a big, emotional, display of the problem. Bring reality into the room.
Show before and after to motivate the change.
Empathetic
Understand why the change is difficult and frustrating. It takes time and needs supports.
Understand both sides. The pros and cons.
Make the change sufficiently alluring.
Questioning
Ask questions rather than give answers. Provide a curiosity gap.
Let people draw their own conclusions, discover the answers themselves.
Promote a growth mindset, not a fixed mindset.
Identity-based
Connect to the past and the familiar, things and truths they already know.
Highlight the values and beliefs that make it important, since they guide behaviour.
Find things that are widely relevant, not locally specific.
Looped
Frame changes as experiments (that are safe to fail).
Focus on effort and progress (not ability or setbacks)
→ (Re)trial → Feedback → Reflection ↵
Use Spaced Retrieval to make it stick
Relevant
Put the why before the what.
Have clear, meaningful, relevant, goals.
Have outcomes-based actions with observable impact.
Tilted
Ask who to exclude to get a bigger circle of inclusion.