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6 Ways to Optimize Performance Through Openness & Accountability

Latest Articles


Attitude Adjustment: Nobody Wins the Blame Game

Author:
Ethan Schutz
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“Everything can be taken from a man but one thing: the last of the human freedoms—to choose one’s attitude in any given set of circumstances, to choose one’s own way.” — Victor Frankel, survivor of a Nazi concentration camp, Man’s Search for Meaning Attitude is the lubricant that makes our organizations hum. When we have … Continued

Attitude Adjustment: Start with Yourself

Author:
Ethan Schutz
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In our last installment, we discussed the role of the Behavior Police and the fact that their presence can hinder productivity and have a negative effect on your company culture. Moving forward efficiently requires an alternate approach. Returning to our example of the healthcare organization in the process of launching a new facility, we find … Continued

Attitude Adjustment: Look Out for the Behavior Police

Author:
Ethan Schutz
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In our last installment, we began discussing the impact attitudes have on company culture and employee performance during stressful, high-pressure situations. Our examination of a health care organization’s process as they launch a new facility revealed that everyone has an attitude – leadership and employees alike – and that there are several types of negative … Continued

Attitude Adjustment: Maximizing Potential and Solving Problems

Author:
Ethan Schutz
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It’s a classic dilemma: the situations where you and your team need to perform at your best – high pressure, high performance business growth scenarios – are inherently stressful, which leads to negative attitudes that slow productivity, stifle creative thinking, and make hitting target goals and objectives much more difficult. It doesn’t have to be … Continued

Medical Eye Center Doubles its Growth with an Accountable Work Culture

Author:
Lorin Gold
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Growth is exciting and motivating for your employees, but what happens to your work culture when growth slows? Often, employee engagement suffers. When faced with these circumstances, Medical Eye Center introduced a crucial Human Element® based methodology at the upper level of the company, resulting in a reinvigorated work culture and astonishing retention rates. Organization: … Continued

Trust and the Bottom Line: Part Five

Author:
Ethan Schutz
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Building, Restoring, and Maintaining Trust: Examining the Process Having articulated the value of trust in the workplace, examined the root causes of trust issues, and performed a preliminary exploration of what’s necessary to build trust, it is time to turn our attention to the process of building, restoring, and maintaining a company culture of trust. … Continued

Trust and the Bottom Line: Part Four

Author:
Ethan Schutz
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Now that we’ve discussed what drives conflict and how it should be addressed, it’s time to explore how we build and maintain a corporate culture of trust, the key outcome of The Human Element. In order to create a successful foundation, it is crucial to understand the two different aspects of trust: Trust in Others … Continued

Trust and the Bottom Line: Part Three

Author:
Ethan Schutz
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At this stage in our discussion of trust, the core of The Human Element, it’s time to delve into what commonly happens when conflicts arise and how that impacts organizational performance. Understanding why interpersonal conflict is seldom, if ever, addressed directly is essential to moving past these roadblocks and to begin building a corporate culture … Continued

Trust and the Bottom Line: Part Two

Author:
Ethan Schutz
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We continue our discussion of trust, the core of The Human Element, with a look at the costs businesses face when people won’t work well together. A team’s ability and willingness to interact effectively is a primary driver of their ability to innovate and problem solve, yet teams are often not equipped with the tools … Continued

Shell – Team Building on a Deepwater Offshore Oil Rig

Author:
TSC Team
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Shell Exploration and Production Company drilling superintendent Rick Fox faced two of his toughest challenges with Ram Powell and URSA. Beginning with the former, he was tasked with manning a team comprised of 73% non-locals, giving him a group lacking the shared culture of typical Shell offshore teams. By leveraging The Human Element, Fox was … Continued