Coach Nick Saban just won another NCAA Football Championship and may soon be regarded as the greatest college football coach of all-time. He‘s now won four championships at the University of Alabama and one at Louisiana State University. That’s a pretty big deal!
Culture is an archaeological construct and it stands to reason that you have to dig a bit in order to find out what’s really going on in your organization.
As a child, I loved watching the cartoon show and character, Popeye. Most memorable are the fits Popeye would take when he lost patience with someone or was frustrated by something. But before he took extreme action, he'd typically say, in his own peculiar way, “Enoughs is enoughs and I can’t takes it no more!”
About 15 years ago, I read an important engagement story regarding a line worker with a major automotive manufacturer in the United States. The story evolved from an organizational push to gain more involvement from their workers at a time when it was critical.
Every leader who is credible, fair, and cares about his workers can push their performance to an entirely new level – particularly if three traits are used as their primary base of influence
Theodore Roosevelt once said, “People don’t care how much you know, until they know how much you care.” Contemporary research suggests that we can better influence the safety-related opinions, attitudes, and actions of others when we have a large degree of expertise and trustworthiness.
Every leader who is credible, fair, and cares about his workers can push their performance to an entirely new level – particularly if three traits are used as their primary base of influence
About 15 years ago, I read an important engagement story regarding a line worker with a major automotive manufacturer in the United States. The story evolved from an organizational push to gain more involvement from their workers at a time when it was critical.
From time-to-time, every organization struggles with procedural justice and safety. And I’ve begun to anticipate such challenges when various safety climate scores indicate such a concern which may be further highlighted through interviews and focus groups.
You may have strong personal and professional convictions about an issue; however, you feel you have to act in another way — and that way doesn’t align with your beliefs or values.