Conall

July 2020

By Madison Hanscom, PhD Virtual training is becoming more and more common, which begs the question: does it work? Does virtual training work? Researchers have looked into this question and the answer is yes, but it depends. Classroom instruction (traditional training) and web-based instruction (virtual training) can be equally as effective on trainee learning if both programs are developed and implemented using best practices. This conclusion makes sense: good training is good training, and bad training is bad training. The delivery medium is not as important as the content and the instructional method (1). At Propulo Consulting, we partner with you to improve the

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By Madison Hanscom, PhD It is not a secret… when the workforce perceives that management considers safety to be as important as production, this is associated with great outcomes. A group of researchers decided to dig in deeper (1). They collected data from employees working in hazardous jobs and found what they suspected — there is a significant relationship between management commitment to safety and higher worker safety motivation, higher safety participation (safety behaviors that go above and beyond what is required), and lower injuries (1). They took it a step further by examining what these relationships look like when employees report

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By Josh Williams, Ph.D. Previous blogs have addressed numerous ways leaders need to “show up” for safety. Unfortunately, leaders sometimes inadvertently encourage at-risk behavior by failing to praise safe behaviors, ignoring at-risk behaviors, over-emphasizing production, and modeling risky behaviors. Here’s a quick summary: Fail to reinforce a safe behavior - Managers and Supervisors may fail to praise safe behaviors because they don’t notice them, don’t want to take time to address them, or because they think it’s unwarranted ( “That’s what they get paid for.” ). However, praise increases the likelihood employees will continue to operate safely even though it takes longer or

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By Madison Hanscom, PhD Respectful treatment is not always the norm in every work group. There are countless individuals who are required to interact with other workers and leaders who are rude, sarcastic, judgmental, and disrespectful. Incivility can be as subtle was a snarky remark, or as obvious as aggression. Kindness really does matter at work. People thrive professionally and personally when they are surrounded by supportive colleagues they trust. When workers perceive to be in an environment that is civil (norms supporting respectful treatment among workgroup members) they are less likely to suffer from burnout and have higher job satisfaction (1). The

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By Madison Hanscom, PhD Whether it is wrapping up a deliverable, venting about a hard day, or preparing for the next day ahead, many of us bring work home. But has research been conducted to examine the effects of leadership characteristics spilling over into the home domain of their followers? A recent study was conducted to examine the impact that empowering leaders have on their employees’ home lives. Empowering leaders were defined as those that give employees autonomy, meaning to their work, opportunities for self-leadership, participation in decision-making, and support for employee development through coaching and modeling. The result of the study showed

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By Josh Williams, Ph.D. There are many ways leaders “show up” for safety. Effective communication is near the top of the list. Leaders show they understand and care through thoughtful, interactive conversations with employees. This includes strong listening skills and authentic responses to issues that arise. This is the essence of empathic communication and is vastly different from these maladaptive patterns: dominant, passive, and passive aggressive (adapted from Brounstein, 2001). A brief review of each style is provided below. Which one best reflects how you lead and interact with your employees? Dominant Communicators Dominant communicators believe aggressiveness is more effective than diplomacy and

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