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Behavioral Selection

By Jason Hreha
  • 1 min read

Behavioral Selection is the process of generating, comparing, and selecting candidate behaviors that can drive the desired outcome. It is a core process within the broader Behavioral Strategy discipline.

Note: On this site, Behavioral Selection is the umbrella label for a two-step workflow: Behavior Matching to enumerate candidates, then Behavior Ranking & Selection to decide.

Key Insight

Candidate behaviors differ in their likely contribution to the outcome and in how well they fit the population and context. Selection makes that comparison explicit before the team commits to a solution.

Example

A subscription-based business aiming to increase renewals may use Behavioral Selection to compare candidate behaviors associated with retention, such as weekly use of a key feature or regular sharing. An association does not show that a behavior causes renewal. The team tests the selected behavior before it expects a change in renewal rates.

Practical Steps

The Behavior Fit Assessment is a practitioner decision tool for comparing candidate behaviors across Dispositional Fit, Capability Fit, and Context Fit. It is not a validated measurement instrument. Treat the minimum dimension as a bottleneck and prioritization heuristic; it is not a deterministic probability of behavior.

A score of 6 out of 10 on each Behavior Fit Assessment dimension is a starting threshold that must be calibrated by domain, population, context, stakes, and observed behavior.

  1. Clearly define the outcome, population, and context.
  2. Generate candidate behaviors (use Behavior Matching to enumerate options).
  3. Record provisional Dispositional Fit, Capability Fit, and Context Fit ratings and their evidence.
  4. Use the minimum rating to identify a candidate bottleneck, then prioritize candidates by fit evidence, expected outcome impact, and measurement feasibility.
  5. Establish Behavior Market Fit through observation in realistic contexts before scaling.

Heuristic: Explicitly select and prioritize behaviors that directly drive your measurable strategic outcomes.

Selection rule (keep it simple)

Behavioral Selection is intentionally constrained:

  • Compare before committing: use ratings and evidence to surface candidate bottlenecks rather than declare viability.
  • Then validate: prioritize a candidate with a strong comparison and clear outcome path, then observe behavior in realistic contexts.

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