By Madison Hanscom, PhD
There are a great deal of conflicting perspectives when it comes to leadership training. Many individuals do not think it is worth the time because they believe leaders are born and not made – that genetics and personality are more influential in determining a great leader than the knowledge, skills, and abilities someone can build and sharpen during training. Others think training is a valuable tool that leads to a better workforce. But what does the research say? Read More...
By Madison Hanscom, PhD
Take care of your own stress and work with employees to build a “stress management toolbox”. As I mentioned in Part 1
of this blog series, the right solutions are going to depend on the source of stress, and the best solutions are primary solutions that address the root of the problem. As a leader, you often have more power than employees to make changes that reduce stressors, so consider what you can do first to create a healthier work environment (see the second blog
in this series). Read More...
By Madison Hanscom, PhD
Leaders are in a unique position where they can make positive changes that influence the lives of their employees. Consider the following strategies: Read More...
By Brie DeLisi and Kelly Cave
The term “downsizing” is enough to make anyone’s brain enter into a tailspin – Am I going to be fired? Will this affect me? How will this affect my job? My family? When is it going to happen? What am I going to do? Read More...
Kelly Cave & Julia Borges
Have you ever wondered why employees in some organizations are afraid to speak up and report safety incidents, even when those incidents could have led to serious injury or death? Many people assume this lack of reporting is due to employee disengagement or workers not understanding the importance of incident reporting. However, have you considered that perhaps employees are hesitant to report due to the way the organization’s incentive system is set up? Read More...
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? Read More...
By Madison Hanscom
Generational Differences at Work: More Conflict Than Clarity?
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? Read More...
By Maggie Carey and Kelly Cave
What is work-life balance?
Both organizations and individuals thrive when employees feel a sense of autonomy, high morale, and overall happiness. In recent years, many have begun to think that the way to achieve this is through emphasizing the importance of work-life balance. This "work-life balance" phrase has been a buzzword in popular culture, but what exactly is work-life balance? More importantly, how can individuals and organizations reap the benefits of this concept? Occupational health researchers commonly define work-life balance as the ability to accomplish goals and meet demands in both work and personal life domains . One of the major frameworks that researchers use to describe the strain that arises from a poor work-life balance is the job demands and control model . According to this model, employees experience strain as a result from an overload of demands and an insufficient amount of resources to handle those demands. In the case of work-life balance, a common example of a demand many workers face is an excessive workload. One resource employees can use to handle that demand is sufficient time to complete work. However, if companies do not provide the proper resources to handle the demands employees face, strain arises, and wellbeing suffers. Read More...
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 a commitment to their tasks, duties, and team members, balancing these critical components can pose quite a challenge for leaders across various types of organizations. Read More...