LinkedIn Content Strategy & Writing Style
Behavioral Science translated to Transformation | Change Management | Culture Change | Leadership | Products
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Robert Meza positions himself as a sophisticated bridge between academic rigor and corporate pragmatism, specializing in the translation of behavioral science into organizational transformation. His content strategy centers on deconstructing traditional change management-which he views as overly focused on "activity" rather than "adoption"-to advocate for a systemic, evidence-based approach to culture and product design. He is notable for his refusal to accept surface-level symptoms like "resistance" or "confusion," instead utilizing frameworks like the COM-B model and Normalization Process Theory to diagnose specific friction points. By operating at the intersection of implementation science and CX/Product strategy, Meza provides a unique value proposition: moving beyond "toxic positivity" workshops toward the intentional design of workflows, roles, and environments that make new behaviors the default.
56.1K
11.1K
185
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1
There are 93 evidence-based ways for changing behavior and most organizational change efforts barely use any of them intentionally. To me this is a huge missed opportunity, because when you are askin…
One thing that came up in the comments on my last post, and that I have been thinking about as well, is this gap between knowing something and actually being able to do something with it. We assume t…
Standard change management checklists can look very organized and still not really change what happens in practice. Most: -Identify a project manager -find a change champion -create the project char…
How can my behaviour shift canvas help you better communicate change? When working on change we need to have better ways to communicate our work with stakeholders, to visualize what we are working on…
Behaviour change does not end when someone tries the new behavior once.... This is one of the things I think we often miss when we are designing change, or implementation work. Basically, if we want…
I think we use the word resistance too quickly in change work... When people don't adopt a new process or the new way of working, it is very easy to say they are resisting the change, however, a lot…
3.5 posts/week
Posts / Week
1
Total Posts Analyzed
MEDIUM
Posting Frequency
185.2%
Avg Engagement Rate
STABLE
Performance Trend
350
Avg Length (Words)
HIGH
Depth Level
ADVANCED
Expertise Level
0.9/10
Uniqueness Score
YES
Question Usage
0.85%
Response Rate
Writing style breakdown
<start of post>
Most organizational values are just posters on a wall that nobody actually follows...
I think this is because organizations treat values as a communication exercise, rather than a behavioral design challenge.
However, there is a massive gap between 'valuing' something and actually doing the work to make it a reality in the daily routine.
Values mean nothing if they are not translated into specific, observable behaviors... but translation is where most leadership teams get stuck, because they stay at the level of high-level aspirations.
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