Change Management

What Bias Management Can Learn From Change Management? Utilizing Change Framework to Review and Explore Bias Strategies

“…Such a proactive approach indicates human’s agency in our relationship with culture. Proposing a shift of paradigm, Nguyen-Phuong-Mai (2019 , 2020) argued that humans are both product and producer of culture, in the sense that individuals are influenced by cultures, yet they can also proactively and deliberately be change agents, re-shaping both themselves and the cultures around them. While Hofstede, embracing the static paradigm, insisted that culture is the software of the mind, the dynamic paradigm and its evolving nature suggested that “not culture, but context is the software of the mind” ( Nguyen-Phuong-Mai, 2017a , 2020 ).…”

“…Secondly, there are frameworks for individuals that can subsequently support organizational change management or incorporated in the organizational change process. They include the “Change Curve” by Kübler-Ross (1969) , the “Seven Habits” by Covey (1989) , the “Nudge Theory” by Thaler and Sunstein (2009) , the “Switch Method” by Heath and Heath (2008) , the “Habit Loop” by Duhigg (2012) , and the “STREAP-Be” model by Nguyen-Phuong-Mai (2019) .…”

“…To align with these three established criteria, the STREAP-Be framework ( Nguyen-Phuong-Mai, 2019 ) was selected. The acronym stands for critical elements that could be taken into account in order to change successfully: “S” for dealing with safety issues, “T” for dealing with triggers that could (un)consciously activate a change or a habit, “R” for optimizing different kinds of rewards , “E” for strategies that deal with emotions as drivers of change, “A” for aligning with goals, meanings and values that motivate people to change, “P” for a focus on people that could be change agents, and “Be” for a focus on specific behaviors that lead to change.…”