Kate Kalnes, Ed.D. and Jim Davis, Ed.M. Strategy always falls victim to implementation. Implementation depends on people and the culture within which they operate. Healthy company culture can increase productivity, decrease burnout, and improve employee retention. It creates secure relationships so creativity and collaboration may thrive. Challenges to company culture can derail operations. When those … Continue reading Culture of Respect: Sexual Harassment in the Workplace
Top 3 Misconceptions About DEI Work (and why you should be doing it)
By Maurice McDavid and James Davis / Why isn’t your company doing effective DEI work? There are clearly hurdles. Some people more receptive than others. And to be fair, consultants approach this work in different ways. We take a thoughtful approach. After countless culture and leadership development engagements, here are the top three misconceptions about DEI that we have encountered.
Gaining ‘Traction’ on Self-Talk
Imagine going into a meeting expecting the worst. What sort of vibe will you present? How will that influence the response of the other participants? Control your self-talk with the WBL approach.
The Gambler’s Fallacy (Clustering Illusion)
The clustering illusion, sometimes referred to as the gambler’s fallacy, occurs when a cluster of random results is falsely imbued with meaning. It’s a common mistake. Though it is understandable, it can have dire consequences.
Bridge the Gap Between Employees
When an early-stage company begins their ascent, it can be exhilarating. Countless hours of labor, strain, and creativity finally bear fruit. That feeling should be protected. Amid that upward trend, the loss of a key employee can be devastating.
Work the Team, Then the Problem
To create a strong business atmosphere, prioritize people and culture. Work the team, then the problem. It won’t always be easy, but it will always be worth it.
3 Keys to Purposeful Management
The leader must toggle between immediate behavior change (which can seem tough and even harsh) and long-term cultural wellness. Purpose-first whenever possible. Clarity is essential. Reminders should be regular. Direct and immediate direction when necessary.
Using a Language-Outcome Framework for Self-Reflection and Empowerment
“It’s going to get worse before it gets better,” said Steve (not his real name) as he looked down and away from our shared Zoom screen. Steve has developed a habit of using language which negatively influences his outcomes. I suggested the idea that perhaps his situation would get “harder” before it gets “easier,” but … Continue reading Using a Language-Outcome Framework for Self-Reflection and Empowerment
How to Engage “Uncoachable” Employees
rarely do people make it through the door without the potential to succeed – development is what separates good from great. It’s a process. The U.M.A. framework makes sure people don’t get stuck. This is especially important in a constantly evolving business landscape with emphasis shifting to new skills (like improvisation). With such a dynamic landscape, more than ever, leaders will take approaches into their workplaces, rather than strict scripts of evaluation. Check out the UMA framework. In this article, we will focus on Understanding, the first and most critical component.