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Discretionary Effort

By Kelly Cave & Julia Borges Organizations face various challenges in today’s dynamic and complex world. With constantly changing technology, markets, and social trends, organizations must quickly learn and adapt in order to remain competitive within their markets. This increase in the importance of continuous learning has encouraged many organizations to transform themselves into learning organizations. A learning organization is an organization that places a high importance on learning and continuous improvement within their culture. This can be done by creating a supportive environment, implementing concrete learning processes, and encouraging leadership that reinforces learning (Garvin, Edmondson, & Gino, 2008). Whichever processes,

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By Kelly Cave and Brie DeLisi Imagine having a job that makes you feel excited to go to work every day. When you get to work, you feel highly energized and identify strongly with the work you are doing. Now, on the flip side, imagine having a job that makes you dread going into work every day. This job feels like it is sapping your energy, and you spend your days counting down the hours and minutes until you get to go home. Which of these jobs would you rather have? We know from years of research that engagement is characterized as

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By Madison Hanscom Most of us are familiar with generational stereotypes. Millennials are narcissistic, Gen Xers are cynical, and Baby Boomers are judgmental. When scanning the workplace, it might seem easy to find patterns of behavior that correspond with these generational cohort characteristics, but are these patterns actually there? And for any differences that do emerge, are these actually due to generational cohort membership? What does the research say? There are plenty of authors claiming that generational differences are meaningful, but if you take a closer look at the foundation for such claims through the lens of rigorous empirical research, things are not

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By Brie DeLisi How many times have you seen a sign that says: “XX days since our last injury”? Or a pizza party, awards, or bonuses for no injuries? These celebrations are commonplace at businesses across the world. The original purpose of celebrating a lack of injuries is that it seemingly demonstrates that we kept our employees safe and to keep it up! It is an admirable and noteworthy accomplishment to keep employees safe for a whole year, or even years. However, there is an unintended consequence that has a tendency to rear its ugly head when this is our only

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By Julia Borges and Madison Hanscom As we move into a world where the use of technology is rapidly increasing to make our work lives more seamless, it can be easy to forget about the importance of human interaction. While artificial intelligence has become a vital part of organizational performance, human interaction is still at the core of organizational health, culture, and safety. In today’s complex, technology-driven world of work, leaders are as busy as they ever have been, making it difficult for them to get away from their desk and out into the field with their teams. While leaders have

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Facilitation is NOT about You! Master Facilitators approach their craft much like an actor – with the audience in mind. Once knowledge regarding content is mastered, the focus is on how best to guide the learning experience. Great facilitators understand their role is to serve as a tour guide, enabling their group to easily move from Point A to Point B, on a transformational journey to their destination: continuous learning! Here are some essential tips and tricks to guide you on your journey through the lens of the most critical skill for a facilitator: Communication. Let’s break down the competency of

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