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POSITIVE INFLUENCE

Positive Influence Requires Positive Interactions: Part 3

Interpersonal Skills Training

A question that looms large is whether leaders, managers, and supervisors can be trained to be interpersonally effective.  Interpersonal skills training has been implemented by enlightened human resource and training departments for many decades.
Although an abundance of training has been delivered, the trained skills were perceived to be elective rather than mandatory. Few companies have codified interpersonal effectiveness as a condition of employment. It is seldom measured, tracked, and used as a basis for decisions about pay raises, promotion, and employment or used in recruiting and hiring practices.

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When Rewards Don't Work

Everyone has read a book or an article on "how to deliver positive reinforcement." In most cases the author has provided the rules of reinforcement; a list of potential reinforcers - tangible, intangible, social, symbolic, etc. Or the KISS rule - keep it simple stupid - for delivery.
Many of the rules suggest things to say and when to say them. Using one of the many formulas for selecting what to say, or which tangible to use (cup, t-shirt, plaque), includes an element of risk - the risk that for that person, that form of verbal or non-verbal reinforcement is not effective.

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Fatal Flaws #2: Employee Participation

Currently, there are 3 areas where even the most sophisticated organizations are failing to perform. By failure I mean performance improvement opportunities are being ignored because of these 3 flaws.

  1. Behavioral Technology
  2. Employee Participation
  3. Management Interpersonal Skills
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Fatal Flaws That Cost Organizations Billions in Lost Profit

Currently, there are 3 areas where even the most sophisticated organizations are failing to perform. By failure I mean performance improvement opportunities are being ignored because of these 3 flaws.

  • Behavioral Technology
  • Employee Participation
  • Interpersonal Skills
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