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Culture Change

By Julia Borges, Maggie Carey, and Madison Hanscom ‘Tis the season to stay engaged and safe in the workplace. In the midst of the bustle of the holidays, it’s easy for employees to get distracted, which can lead to unwanted incidents or fatalities during such a jubilant time of the year. Even though it might not happen to everyone, it is possible that some employees feel a sense of burnout or distraction around the end of the year. Heightened emotions and the overall chaotic environment of the holiday season also have the ability to exhaust employees both physically and mentally. When

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By Steph Andel So, you might ask, why do you want commitment over compliance? Great question! When employees are committed, they are intrinsically motivated to succeed. They show greater dedication and better performance, not because they have to but because they want to. There are a few different research-backed behaviors that convey true leadership and help to ensure that your employees are focused, committed, and engaged: Our Top 5 Leadership Behaviors to Drive Employee Commitment 1. Be a great role model Far too often, those in charge fail to “practice what they preach” when it comes to following organizational practices, policies, and procedures.

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By Eric Michrowski HBR recently published a study on Transformational Leaders. One of the conclusions that caught my eye was that most of the leaders that had successfully transformed an industry or business had very diverse backgrounds (think Amazon's Bezos who came from a Finance background). They mention the importance of leaders that come with outside experience and that are brought into a business to drive change. Throughout my career and consulting experience I have always advocated the value of incorporating very diverse backgrounds and creating development paths within businesses that support such diversification. Regrettably, most companies do the very opposite. They

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For years, organizations have pursued process improvement to proactively identify opportunities for cost reduction, quality enhancement, elevated productivity, and to achieve new standards. The industry of process improvement has exploded in size and scope, and has brought with it scores of buzzwords, methodologies, certifications, and associated requirements. Here are four myths that have hitched along for the ride…and one truth that hasn’t, but should have. MYTH #1: Process Improvement is Slow. I get it. It’s an advantage for the process improvement practitioner to say that it’ll take a long time to see the improvement, that it’ll take a long time to implement

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By Allison M. Ellis, Eric Michrowski & Dr. Autumn D. Krauss In the service industry, employees on the frontline are critical for driving the business, through having meaningful interactions with customers and clients and serving as ambassadors of the entire organization. Prioritizing the customer or client experience, or in other words taking an outside-in perspective, requires a focus on both creating systems and processes that efficiently and effectively serve the customer, as well as identifying the human factors that drive the highest quality customer experiences. Many are familiar with the adage, “the happy worker is a productive worker”, but have you heard

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By Sarah Moore Business leaders are scratching their heads wondering, 'how do we avoid the type of hot water Wells Fargo is currently dealing with?' We recommend starting here… The first step Tim Sloan should take to clean up Wells Fargo’s culture. By now, we all know the vast unethical practices Wells Fargo sales agents used to pad their bonus checks. Many thousands of employees opened millions of accounts in their customers’ names, but without their awareness or consent. If you are like me, after you picked your jaw up off the floor when the story broke, you may have wondered 'How the heck

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