Seeking insights into how to measure behavioural change

[Kaleab Kebede Haile]

This is a great opportunity to work closely with the Evaluation Team Leader and contribute to generating credible, gender-responsive evidence that informs decision-making and strengthens programme impact.

📍 Location: Dhaka, Bangladesh (home-based with travel to project locations)
📅 Apply by: 24 February 2026, 5:00 PM
🔗 Apply here: https://lnkd.in/gar4ciRr

If you are passionate about feminist evaluation, gender equality, and rigorous evidence that drives change (or know someone who is) please apply or share within your networks.

[Kaleab Kebede Haile]

Hi Archana, thanks for your explanation. How can I infere  behavioural change by making use of observational data on actual practices? Do I need to set standards?

[Folorunsho Moshood Abolore]

Please, all the stuff you have read, set them aside for now (The stuff might help anyway). But get this: If you know the difference between attitude and behaviour, logically you can measure either attitudinal change or behavioural change without stress. 

Attitude is more or less an intension while behavour is an action. Attitude (intension) is a good predictive factor of behaviour (action) but may not necessarily lead to behaviour (action). Now apply this to your query, you want to measure/evaluate the change of actions that have taken place in response to a capacity building intervention in the agriculture sector. Please, questions that must be used for the scale of measurement should be action specific or oriented. Let me give you an insight: 1. You had used cutlass and hoes on the farm before, have you started using tractors? Here, you want to measure the change of action (positive or negative) that have taken place after you have built their capacity in the use of modern farm equipment. 2. If it is attitude (intention) you want to measure, you will ask: Will you use tractors in future? Or will you now use tractors? Here, you want to measure the intention (positive or negative)

Now, there are different types of capacity. You need to know the type of capacity that was built. Is it personal capacity or system capacity or workload capacity or structural capacity or role capacity or performance capacity or support capacity etc. If you know the type(s) of capacity that was/were built, you will tailor your behavioural (action) questions in line with the type(s). The example I gave above has to do with Performance Capacity since the question dealt with EQUIPMENT. 

In case of evaluation, your INDICATORS of achievement must reflect what I wrote above. I said this because you are not measuring outcomes, you are measuring impacts. Why? Behavioural (Action) What change of action has taken place? And since the issue here is specific and not general, you don't need any CONTROL STUDY. 

Regards, respect and much love from Nigeria. 

MOSH

[Kaleab Kebede Haile]

Hi Folorunsho, if I get your response correctly, are you suggesting the Knowledge, Attitude (intention) and Practice (action) framework? Or is there more to it?

[Folorunsho Moshood Abolore]

Dear Kaleab:

You did not get it because I never mentioned knowledge and practice to you. Read my suggestion very well and show me those two words (knowledge and practice) you used. However, if it is knowledge you want to measure, it is as simple as ABC, all your questions for the measuring scale will be close-ended and the answers will be monosyllabic (Yes or No). Why? Measuring knowledge is about whether you know the subject matter or not.  But your work is on behavioural change and not on knowledge, not on practice. It is all about action(s) carried out. 

Read my suggestion with rapt attention to understand it. Thanks

[Geteneh Moges Assefa]

Dear Rituu and Kaeab,

If the attached document help for requested insights, please refer it.CLA-Geteneh%20Moges.pdf

[Kaleab Kebede Haile]

Thanks Geteneh, I will surely take a look at it.

[Rituu B Nanda]

Thanks Anirban, Geteneh, Michael, Moshood, Pramod, and Shankar for your prompt response. I appreciate it very much.

[Larraine Joy Larri]

Hi Kaleab

Have you heard of "Most Significant Change"? It is a methodology developed by two evaluators who devised initially for agricultural extension projects - see The 'Most Significant Change' Technique - A Guide to Its Use | Bett... and MSC_finalextra_single (mande.co.uk) 

It has been used extensively here in Australia by Dr Jessica Dart and overseas by her colleague Dr Rick Davies. Best of luck

Larraine Larri

[Kaleab Kebede Haile]

Hi Larraine! I hadn't heard of it, but now that has changed. Thank you for introducing me to an additional approach (tool) for measuring behavioural change.