Jacques Bertrand’s Post

“A sense of instability can erode trust in established practices, leaving employees hesitant to invest in solutions that suddenly appear obsolete.” For more insights and reference to interesting research, check out this post by Debbie Vyskocil BCN

Having self-control leads to power https://lnkd.in/gdWXBs9N Out-of-control behavior by CEOs and other powerful people constantly makes headlines -- so much so that some might consider impulsivity a pathway to power. New research finds that having self-control is often what leads to power.

Not that most shouldn't or aught to know this in the 21st Digital World of Stressors from judgmental behaviours to generic levels of insidious "approval deprivation" as a driver of stress as a repetitive daily hazard and risk to often developing into a debilitating degree of anxiety. Any threat whether perceived or very real can be a trigger for our ancient survival instincts, not that likely to spot a big cat or bear out of the corner of your eye in todays urban jungle but, the 21st Digital Century is just as competitive! Predators come in all-sorts or shapes and sizes showing their teeth by way of a disarming smile while quietly or not so quietly stabbing you in the back as pressure and demands cascade down from above into the fan.... Then of course, in the indoor world of work there is the environment as issues surrounding SBS (Sick Building Syndrome) poor air-flow, ambient daylighting, humidity, temperature and work station ergonomics and/or ability to make personal custom display screen settings "Reasonable Adjustments or Accommodations" for ease of Accessibility. In the absence of basic environmental provisions for workers occupational health work-stress fatigue naturally results in performance deficits along with ave 20% lost productivity. Dial-in sub-optimal Psychosocial pressure and demands and surprise, surprise increased levels of presenteeism, ill-health, poor retention and/or quiet quitting........ https://lnkd.in/ek2-Q3Qe

Struggling to stay energized? The Intellectual Energy Sucker could be impacting you. The Intellectual Energy Sucker is work you engage in that is monotonous, repetitive, or lacks meaning and challenges that deplete your energy. This vicious cycle keeps you less engaged at an intellectual level, therefore creating less energy for your daily responsibilities. Sound familiar? Discover which energy sucker is slowing you down by taking this quick 90 second quiz: https://lnkd.in/gFMKMAZZ #workplacewellbeing #worklifebalance #UnlockYourEnergy

High psychological safety is essential for both organizational health and performance. Research shows that teams who experience a high level of psychological safety deliver more innovation, feel more engaged, and achieve superior performance. Sources: Edmondson, A. C., & Lei, Z. (2014). Psychological safety: The history, renaissance, and future of an interpersonal construct. Annu. Rev. Organ. Psychol. Organ. Behav., 1(1), 23-43. Frazier, M. L., Fainshmidt, S., Klinger, R. L., Pezeshkan, A., & Vracheva, V. (2017). Psychological safety: A meta‐analytic review and extension. Personnel psychology, 70(1), 113-165. Zhu, J., Lv, H., & Feng, Y. (2022, March). The effect of psychological safety on innovation behavior: A meta-analysis. In 2022 7th International Conference on Financial Innovation and Economic Development (ICFIED 2022) (pp. 3082-3087). Atlantis Press. #psychologicalsafety #leadership #performance

Having self-control leads to power . Out-of-control behavior by CEOs and other powerful people constantly makes headlines -- so much so that some might consider impulsivity a pathway to power. New research finds that having self-control is often what leads to power. #ScienceDailynews #InnovativeResearch #NextGenScience #ExploringFrontiers

Come checkout our session about Single Item Measures this Thursday afternoon at SIOP! Paul Spector Stephanie Andel, PhD Kristen Horgen Jessica Badger Darrow, PhD Russell Matthews This alternative session takes a unique approach to challenge the conventional wisdom that multi-item measures are always superior to single item measures. Expert presenters will cover topics that span academia and industry, such as single item measure reliability, construct validity, predictive validity, and practical implications (e.g., survey fatigue, response rates). Martin Kowal, J. (Chair), Horgen, K. (Chair) (2024). Short, Sweet, and Meaningful: The Power of Single-Item Measures [Alternative Session]. Society for Industrial and Organizational Psychology Annual Conference, Chicago, IL, United States. Spector, P. E. (2024). Introduction to the Use of Single-Item Measures. Matthews, R. A., Pineault, L., Samo, A. (2024). Applying Single-Item Measures to Examine Leadership Behaviors. Badger Darrow, J., Martin Kowal, J., Horgen, K., Adis, C. (2024). A Single-Item Measure Approach for Organizational Climate Surveys. Andel, S. (2024). Using Single-Item Measures in Industry: A Practical Perspective from Dell Technologies.

Dr. Amy Edmondson says how "one size does not fit all" when talking about failure in companies. Using examples from aviation, healthcare, pharmaceuticals, and automotive manufacturing, she says the nature of the organization matters when failure is concerned. Regardless, creating an environment of psychological safety where people are encouraged to speak up when things are likely to go wrong is critical to any organization. In the full 12 Geniuses episode (S11 | E4), author and Professor of Leadership at Harvard Business School Dr. Amy Edmondson upends our understanding of failure and shares how we can more effectively make it work for us. Based on the research from her book “Right Kind of Wrong,” Dr. Edmondson provides the framework to think, discuss, and practice failure wisely. Outlining the three archetypes of failure - basic, complex, and intelligent - she describes how to minimize unproductive failure while maximizing what we gain from missteps at all levels. Dr. Edmondson goes on to talk about her pioneering work in the space of psychological safety. She demystifies failure by distinguishing between good failure from which we can learn and the bad failure that should have been prevented. Dr. Edmondson makes it clear that when organizations provide a safe environment for failure during the process of experimentation, both knowledge and innovation are gained. She finishes the interview by giving advice for how leaders, teachers, and even parents can use failure as a learning tool. Dr. Amy Edmondson is the Novartis Professor of Leadership and Management at the Harvard Business School, a chair established to support the study of human interactions that lead to the creation of successful enterprises that contribute to the betterment of society. She has been recognized by the biannual Thinkers50 global ranking of management thinkers since 2011, and most recently was ranked #1 in 2021; she also received that organization’s Breakthrough Idea Award in 2019, and Talent Award in 2017.  Dr. Edmondson’s latest book, Right Kind of Wrong (Atria), builds on her prior work on psychological safety and teaming to provide a framework for thinking about, discussing, and practicing the science of failing well.

Discover a novel perspective that could potentially change the way we understand and mitigate cultural and behavioural risks in organisations. The neurofeedback approach, a form of biofeedback, utilises real-time brain activity to promote self-regulation, offering a unique lens into the complexities of organisational dynamics. However, it's not a panacea and requires careful planning and a commitment to change. Could this be the key to a healthier organisational culture and improved decision-making processes? To read the full article, head here: https://lnkd.in/gK8bc_wp

In today's fast-paced world, where organizational success hinges upon the well-being and performance of its human capital, establishing a neuroscientifically based organizational well-being program is not just a competitive advantage but a necessity. Stress Less Clinic® offers a comprehensive approach that blends cutting-edge research with evidence-based interventions tailored to your organization's unique challenges and opportunities. Our process begins with a deep dive into understanding your organization's dynamics. We uncover the challenges hindering productivity and the successes driving growth. We craft a precise problem statement through meticulous analysis and collaboration, pinpointing areas for improvement with surgical precision. With this foundation in place, we embark on a transformation journey, employing neurointerventions backed by the latest neuroscience findings. These interventions are not just quick fixes but strategic initiatives aimed at rewiring neural pathways, enhancing cognitive function, and fostering resilience in the face of stressors. But our commitment continues. We understand that actual progress requires continuous evaluation and refinement. That's why we incorporate rigorous assessments, measure progress against predefined benchmarks, and adapt strategies to ensure sustained improvement. What truly sets us apart is our holistic approach. We don't just offer solutions; we provide comprehensive support through coaching, consulting, and training. Whether it's empowering leaders with the tools to foster a culture of well-being or equipping employees with the skills to thrive in today's demanding workplace, we're with you every step of the way. By partnering with us, you're not just investing in a program; you're investing in your organization's future success. Together, we'll unlock the full potential of your human capital, driving performance and propelling growth. Contact us today to start this transformative journey towards organizational excellence. #stresslessclinic #organization #organizationalwellbeing #humancapital #neurointerventions #humanspaceshipproject #neurogility #neuroplasticity @Greg Pitcher @Katrina Hardie