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Featured Insights

By Propulo Consulting

By Eric Johnson One of the biggest elements of a good safety program is the ability of employees to feel free to both own their safety to protect themselves from hazards and to then report safety incidents, close calls, as they happen within the workplace. Within groups that exhibit private compliance and higher maturities, the workforce feels comfortable and duty-oriented to enforce safety. But as we all know, safety is a journey, not a destination, and elements of a safety culture can quickly erode if not deliberately maintained. The canary in the coal mine for a decline in safety culture is the

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By Eric Johnson Strategy and Planning are the core activities in any organization that provide guidance and link the “whys” to the “hows” that define utilization of resources in producing high quality outputs. These are also core events in the business cycle that should be driven by data behind both external and internal forces to best approach the most advantageous deployment of resources toward customer satisfaction. Whether it's that time of the fiscal year or whether changing conditions necessitate a shift in the business approach, strategic planning is an event that everyone knows needs to happen, but few look forward to. The

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By Josh Williams, Ph.D. Organizational leaders make two common errors when trying to improve safety performance and culture. First, they overemphasize safety statistics to the point that employees believe the safety “numbers” trump genuine caring about their well-being. Second, they stress compliance with rules, to the point that employees may feel like their job is to avoid breaking any rules so they don’t get fired. Clearly, rules compliance and safety statistics are important. However, leaders should spend more time showing genuine caring for employees. This is an investment in your people as well as your culture. Increasing active caring increases the

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By Josh Williams, Ph.D. For years, organizational leaders have used incentives to try and motivate safety. The rationale is that providing financial rewards for not getting hurt will get employees to “try harder” to stay safe. In reality, it simply encourages non-reporting which is why OSHA now frowns upon outcome-based incentives. It can also create other problems. As an example, we worked with a Canadian company where a woman slipped on the ice outside of her building in front of a group of coworkers. The person in charge of clearing the ice hadn’t done it. In addition to her embarrassment, the woman

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By Eric Michrowski The research is very clear on the value of diversity in the workplace. And when leaders think of diversity, it shouldn’t be limited to only 1 or 2 dimensions. The goal should be to bring as many perspectives and viewpoints to the table. In addition to being fair and a good corporate citizen, the purpose of diversity is to stimulate better debate when decisions are being made. When the right culture is in place, this helps improve the quality of solutions. In turn, this drives improved business performance. With tomorrow’s challenges and organizations becoming more global and diverse, those

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By Maggie Carey So you’ve uncovered the root cause of a problem in your organization, and you’re ready to plan and implement change. Improving organization performance and effectiveness can be a very exciting time period, but there are also many barriers that can be quite daunting. Whether you are planning for a simple change in a small group or implementing an enterprise-wide business transformation, keeping these five steps in mind can help you to effectively manage change. 1. Motivate change. One of the most important elements to managing change is motivating those involved in and affected by the change. The two significant ingredients

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