5 Key Steps to Manage Change Effectively


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. Read More...

Motivating Change


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. Read More...

Rewarding employees for a lack of injuries

Days since injury-2

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 form of recognition for safety. Read More...

Color Your Branding: The Psychology of Purple

Color Your Branding

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! Read More...

My people have been trained; why is it not making a difference? Part 2

Woman wearing white hardhat on walkie talkie holding clip board

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 to 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, they are the dimension we regard as Interpersonal dimensions. These are the dimensions that exist between individuals and focus on interactions, e.g. the social dynamics that encourage training transfer, the oversight provided to hold people accountable for applying training, the communication channels in place, etc.