Page 239 - The Power to Change Anything
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228 INFLUENCER


             given normal cans with uniform chips piled one on top of the
             other and were allowed to snack casually as they engaged in var-
             ious activities. Experimental subjects were given cans in which
             every tenth chip was an odd color. The next nine chips would
             be normal and were followed by another odd-colored chip.
             Again, subjects were allowed to engage in other activities while
             snacking on their chips. Experimental subjects consumed 37
             percent fewer chips than control subjects who were given no
             indication of how many chips they’d eaten.
                 What was going on here? By coloring every tenth chip,
             Wansink helped make the invisible visible. Nobody said any-
             thing about the chips or the colors. Nobody encouraged peo-
             ple to control their eating. Nevertheless, instructed by the
             visual cue, suddenly eaters were conscious of the volume of
             chips they were eating, and that awareness alone helped them
             make a decision rather than follow an impulse.
                 Business leaders have long understood the importance of
             making the invisible visible. For example, Emery Air Freight pio-
             neered the use of containerized shipping in the 1960s. The com-
             pany came up with the idea of using sturdy, reusable, and
             uniform-sized containers—and the whole world changed.
             Uniform containers were so much more efficient than previous
             methods that international shipping prices plummeted. Along
             with the unprecedented drop in price, industries that had previ-
             ously been protected from global competition because of high
             transportation costs (steel, automobiles, etc.) suddenly found
             themselves competing with anyone, anywhere.
                 And yet, early on, Edward Feeney, the vice president of
             systems performance at the time, was frustrated because he
             couldn’t get the workforce to use the new containers to their
             capacity. Containers were being sealed and shipped without
             being properly filled. An audit team found they were being prop-
             erly filled only 45 percent of the time. The workers were exten-
             sively trained and constantly reminded of the importance of
             completely filling the containers, but they were still forgetting
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