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By Propulo Consulting

By Margaret (Maggie) Carey Motivating change is a crucial element of change management. It is human nature to be resistant to change, especially as organizational change can often pose a threat to an employee’s job security, competencies and skills, and overall perceived worth. Two ways to motivate change are: 1) to proactively combat resistance to change and 2) to create change readiness. Proactively Combatting Resistance to Change As an organization begins a change management process, employees must go from the certainty that they currently work in, to the uncertainty and ambiguity that lies ahead. This uncertainty and ambiguity may cause anxiety and resistance

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By Martin Royal Ensuring you have an effective training transfer strategy is fundamental to get the most out of your training investment. In Part 1 of this 4-part blog series on training transfer, I introduced various strategies that trainees can adopt to help themselves apply what they learned to their work. Part 2 focuses on ideas that leaders can put in place to improve transfer of learning with their teams. In our Safe Production Model, this is the dimension we refer to as Interpersonal dimensions. The Interpersonal dimension covers the aspects of the training transfer strategies that exist between individuals and focus on

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By KyoungHee Choi As you’ve likely heard, color evokes deeper meaning beyond the visual impact it portrays. As you define your brand, the more you understand the psychology of color, the more successful you will be. Don't let the choice be accidental! While some companies have chosen their brand colors with intent, many would benefit from a deeper understand of their choice. This becomes particularly relevant in today's digital era. Sales is the art of persuasion, and visuals play a dominant role in driving this very persuasion. Are you paying attention to the color psychology in your branding strategy? Color Your Branding: The

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By Martin Royal For many leaders, the responsibilities associated with their roles take a significant toll on their energy levels. Leaders make many decisions, participate in diverse daily tasks, attend many meetings, and monitor progress on organizational goals. There is evidence that these responsibilities slowly take away the leader's energy and ability to remain engaged at work. When this energy depletion occurs, leader performance may suffer and they may be prone to violate work norms and expectations, and this may also further impact their teams and direct reports. In more extreme cases, this can lead to the leader's burnout. Stay energized through

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By Julia Borges & Kelly Cave What is organizational culture? Many may know the term ‘culture’ as a word that describes the behavior, thoughts, feelings, and traditions of a group of people or society (1). However, in organizational change and development, its definition means something slightly different. Culture, in the context of organizations, refers to the shared norms, beliefs, and attitudes that exist among the employees of the organization (2). For example, Southwest Airlines is famous for their friendly and helpful customer-oriented culture. At Southwest, employees are empowered to go the extra mile to make customers happy, which in turn leads to

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By Josh Williams, Ph.D. The manner in which incident analyses are handled in organizations has a significant impact on organizational culture. Empirical research demonstrates effective information sharing and incident analysis practices are significantly related to fewer incidents and injuries (Wachter & Yorio, 2014). In healthy organizations, AARs are viewed within the context of a learning environment to prevent similar incidents in the future. This includes looking at all system factors contributing to incidents. In less healthy cultures, AARs neglect to fully address these factors and may be perceived as blame-oriented by employees. It is critical that executives handle AARs and associated messaging

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