Conall

February 2020

By KyoungHee Choi Most leaders want to train their employees to become better and more productive at work. Yet, most training programs offered to team members are quite limited and primarily focused on work performance (i.e. sales, leadership, marketing or customer service). There is no doubt that these skills are critical to businesses and team members. But as leaders try to bring teams on the same page and dealing with remote team members with fewer opportunities to connect as a team, it’s time to also consider focusing on the inner mind of employees. What is it and how can I invest in

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By Stephanie Monge-Sherman There’s pivotal interplay between company culture and the overall success of a company. From owners of small businesses to CEOs of large corporations, this fact is recognized, embraced and leveraged to strengthen a company’s infrastructure. In fact, many people consider company culture to be the factor that determines whether a company falters or thrives. But you don’t have to believe that company culture is solely critical to a company’s success to acknowledge that employee engagement, support, and happiness are incredibly important. The idea that culture can actually lead change management is a hot topic among both company culture and

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By Stephanie Monge-Sherman A company vision can be incredibly abstract and hard to put into perspective, but it’s also key for a company’s success. After all, if you don’t know where you want to go, it’s pretty tough to get there. Once you’ve accomplished the (not insignificant) task of setting out your company vision and identifying the steps to get there, it’s time to get your team on board. Leadership alone can’t produce results; cohesive teamwork at all levels is absolutely necessary, no matter the objective or the size of the company. It’s no easy feat to get your team to adopt

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By Josh Williams, Ph.D. Organizational leaders are understandably frustrated sometimes when employees are injured on the job. Of course, their primary concern is the well-being of the affected individual. However, they may also feel like they have policies in place which, if followed, would have prevented the incident. This leads to a common occurrence where an injury is almost immediately followed by a new rule or blanket policy that applies to everyone. Sometimes these policies make great sense as people were unaware of a risk. It may even save a life. Too often, however, these policies are applied poorly and don’t

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By Stephanie Monge-Sherman If you’re expecting to pick a new hire after 1-2 interviews and have them stay for the rest of their career, you’re likely in for a disappointment: the days of guaranteed long-term hiring are over. Job hopping, or the act of moving between jobs every year or two, is on the rise as employees look for the right fit. Employers now have to not only attract talent, but also work to keep them if they want their business to grow and thrive. This makes earning employee loyalty crucial since it’s key to retaining talent. Employee loyalty is built on a

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By Dale Lawrence The traditional model for transformation projects is to plan, build the business case, go through financial gates, estimate benefits, project plan, go through more approvals, stakeholder analysis, more approvals, assemble the team, launch project, seek more funding, start strong but then things start happening. Delays, impacts to areas of the business that were not expected, funding issues, more delays, resistance is building, watch out! Many major projects start with different project team members than they end with because the project takes too long. The perception is the business world moves fast but your business moves too slow. In

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