Research has shown that an employee who is happy and engaged is likely to be more productive, less likely to complain and more motivated. However, not all companies understand that it is fundamental to keep employees motivated in order to persuade them to be more productive. Here are some useful tips that might help you increase company productivity with the help of your staff personnel.
In the wake of increasing incidents involving police shootings of unarmed African American males, it seems logical that police forces across the country would benefit from training that addresses the impact of implicit bias amongst officers. But will that make a difference? Skeptics of implicit bias training raise valid concerns about its effectiveness, especially for police officers who are often placed in high-pressure situations in which they may be more likely than other professions to need to rely on quick judgments. The question discussed in the following article is whether or not training can be effective in helping to reduce or eliminate the negative effects that implicit biases can result in.
The primary difference between leaders who lead and those who simply manage is how much autonomy they encourage for their team. This is not to say that a leader's input or vision is not valuable or is not a required role of their job. However, how a leader makes their team members feel about their own role within their position can have very positive or negative effects.
Using acceptance speeches to further causes is not new. So, it wasn’t particularly surprising that actress Patricia Arquette used her time at the microphone at the Academy Awards last Sunday to implore us all to pay attention to equal rights for all women. Society’s opportunities for improvement, when it comes to the issue of equal rights in the workplace, are well documented. Stacks of studies outline issues including the glass ceiling, pay equality, and maternal wall bias, or discrimination that occurs against caregivers, and particularly working mothers.
Part of practicing respect at work is being willing to invest time in each other for the purpose of increasing our awareness. By getting a better sense of what’s similar in our experiences and what’s unique, we eventually figure out what’s important to each other as well. This “court awareness” dramatically increases both our predictability around each other and our efficiency at getting work done.
Have you ever heard people proudly exclaim that they are color blind? Or, more broadly, that they treat everyone the same? While that sounds great on the surface (think of Golden Rule), the actual premise for that notion is antiquated at best. At its worst, it can be downright disrespectful. Why? Because we are not all the same.
Paul Meshanko shares Rule #4 in his "12 Rules of Respect" series. Have you aver been talking with someone else only to have them interrupt you mid-sentence? Do you possibly do that to others? Then this "but's" for you!
A Code of Cooperation is a document created by people who work together to encourage an emotionally healthy work environment. It accomplishes this by formally establishing common behavioral expectations that can be supported by all. Codes of Cooperation may articulate both behaviors which a group wishes to encourage as well as those to be avoided. They should be created with input from all group members and are most effective when embraced and supported by everyone.
Unconscious bias is a part of our evolutionary nature. However, it can have many negative effects when it leads to exclusionary behavior within organizations. The following article discusses why biases occur and reveals how we can break through them in order to promote and receive the benefits of more inclusive workplace cultures.
Paul Meshanko recently presented at SHRM 2019 in Las Vegas Learn "Six Great Mind Hacks for Helping Your Organization Navigate Change" about strategies to lessen the negative effect of unconscious biases, both cognitive and implicit, on decision-making and interactions with professional peers. Afterwards, he was interviewed and discussed the following topics
As many of you have heard by now, I have taken on a new role at Legacy Business Cultures. I am now the CEO and majority owner. It’s scary and exciting at the same time. It’s scary because my husband, best friend and partner has built an incredibly successful business and I don’t want to mess it up. It’s also scary because he trusts me with one of the most important things in his life – company that he built from scratch – and I don’t want to let him down with this…or in life period.
Like most other companies, Legacy Business Cultures has to occasionally update its own business course and practices. Earlier this summer, we made a significant change and transitioned to a majority female-owned, small business.