Conall

July 2020

By Madison Hanscom, PhD We are currently experiencing more remote work and telework than ever before, and Human Resource professionals are being asked to adapt quickly to this flex work model. Because those in HR are connected with employees from when they enter the company to the day they leave, they have a major impact on the people – and as a result, in shaping the company culture. HR also plays an important role in helping the company make a successful transition to a flex work model. Considerations for HR when taking on a new flex workforce: • Help people see the strengths

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By Brie DeLisi Most industrial organizations have implemented some form of near miss, close call or observation program – whether it is a top-of-the-line app that make reporting a breeze, to paper forms that can be dropped in a box. While completely different methodologies, both will either succeed or fail based on the same factors. We’ve seen a number of organizations with these reporting systems and incentive programs to report – a drawing for a gift card or pizza for the department every month. Maybe a quarterly “best reported near miss award.” And yet we consistently hear our client say that they

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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 believe aggressiveness is more effective than diplomacy and often

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By Madison Hanscom, PhD The world is changing, and it is vital to prioritize organizational learning both during times of adjustment and during sustainment periods. Exemplar knowledge sharing and learning are critical components in leading a successful business, and it is also a determinant in leading a safe one. There is a clear connection between organizational learning and a safe work environment. For instance, according to the OSHA standards, organizations should implement procedures to investigate and analyze incidents in order to learn, determine preventative action, and identify opportunities for continual improvement. This is why when we think of organizational learning in the

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By Josh Williams, Ph. D. Fellow sports fans are lamenting the lack of televised sports in the COVID era. In fact, some are suggesting the lack of sports are actually creating low levels of anxiety and depression in more passionate fans. “One of the first things to recognize is that, yes, sports is a form of entertainment. But it is also a source of social connectiveness with family, friends and with a team,” said Dr. Mark Terjesen, a professor of psychology at St. John’s. “For some, the absence of sports compared to everything else may seem frivolous. But, for the rest

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By Brie DeLisi “Hey! what the $@&* do you think you’re doing?!” or perhaps someone just sneaks a picture of an unsafe behavior and reports it through the official reporting chain. How we handle unsafe behavior directly reflects where the safety culture is from a maturity perspective. So, what are the different ways that organizations can handle unsafe behavior and what does that mean for the culture? Ignore it – Seeing someone performing an unsafe behavior and turning the other way demonstrates a completely disengaged safety culture. Not only is the individual going to continue to perform unsafely, but that individual has

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