Why Residents and Fellows Have Been Organizing

Change Management In An Era of Mergers & Acquisitions

Sheri Browning and Jay Kuhns discuss change management during a period of mergers and acquisitions. Listen now to their expert insight and strategy!

Why Psychological Safety Matters

Workplace safety has been a serious concern since the industrial revolution prompted workers to form unions and demand better and safer working conditions. Because risks to physical safety were typically industry specific, industries developed regulations independent of each other, and unions rose to prominence to focus on enforcing those regulations. In 1970, the U.S. passed the Occupational Health and Safety (OHS) Act to pass, regulate, and maintain standards and regulations, so physical safety has been a top priority for organizations for many decades. However, the same can’t be said for psychological safety, which we’re examining today. WORKPLACE SAFETY AND WELLNESS  As mentioned above, organizations across the country place a high priority on physical safety as evidenced by regularly scheduled safety meetings and well-defined measurable safety practices. Recently, there has also been a greater emphasis on wellness in terms of how we practice healthy habits to enjoy better physical and mental health. However, the most significant contributor to workplace safety and wellness—known as psychological safety—has yet to be fully addressed. This is because the concept of psychological safety is too often thought to be some kind of touchy-feely idea that doesn’t contribute to an organization’s bottom line. Unfortunately, this belief is sadly misguided and is regularly contributing to low employee engagement scores, undesirable turnover, and apathetic workers who turn to unions who they believe will force their employers to make them feel psychologically safe. WHAT IS PSYCHOLOGICAL SAFETY So, what exactly is psychological safety and why does it matter? In its simplest form, psychological safety is what an employee believes is true about their workplace that inspires them to be the best employee they can possibly be—with the best interests of their employer and their employer’s customers in mind. This belief is established when the day-to-day environment in the workplace reflects the four stages that humans progress through in order to be fully invested. These stages are outlined below. * When an employee, in any job and at any level in any organization, believes they matter and they belong, they feel included and safe to be themselves. * When this employee believes it’s safe to ask questions, give and accept feedback, and make honest mistakes they can learn from, they feel safe to learn. * When this employee believes their skills and abilities matter by the way they receive acknowledgement and recognition, they feel safe as a valuable contributor. * And when this employee believes it’s their responsibility to look for ways to make everything better, they feel safe in speaking up and challenging the status quo with facts and data because they see an opportunity for improvement. HOW MANAGERS CAN SUPPORT A PSYCHOLOGICALLY SAFE WORKPLACE Effective managers know how to manage and lead. This dual skill set  is instrumental in creating a workplace where employees feel psychologically safe and driven to support their organization’s mission and values. These manager-leaders understand that all four phases of psychological safety create an integrated system that inspires and motivates the workforce. They know they must: * Show employees how important they are by responding to what they hear. * Encourage employees to ask questions and provide honest and meaningful responses that make sense to the employees work and life experiences. * Invite and train employees to participate in process improvement activities and encourage them to challenge the status quo. Creating a culture that emphasizes psychological safety increases employee retention, reduces employee turnover, decreases physical safety incidents, increases employee engagement, strengthens teamwork and innovation, and inspires each employee to be the best contributor they can. That’s why organizations must prioritize psychological safety as much as they do physical safety—and why partners like IRI, who are well-versed in the ins and outs of workplace safety, can be helpful in making this happen. At IRI, we are experts in leadership development, employee training, organizational communication and organizational development [https://projectionsinc.com/category/organizational-development/]. We use this expertise to regularly help organizations develop and implement engaging and personalized programs to maintain and elevate company performance. If you’re interested in upleveling your organizational development strategies, contact us using the chat on the right to discuss the next steps, or give us a call at (313) 965-0350.

Why Residents and Fellows Have Been Organizing

The Labor Movement resurgence includes medical resident organizing. GME programs urged to engage, respect, and listen strategically.

Mastering Leadership Transitions: A Framework for Success in the First Three Months

Whether you’ve just stepped into a recent promotion, received a fresh leadership assignment, or been given the brand new title of CEO, the initial months of your journey are a critical juncture. This is where the foundation of your success is forged, and the trajectory of your leadership path takes its shape. In this blog post, we delve into a comprehensive framework designed to empower you with the strategies and insights necessary for not just surviving, but thriving. The art of mastering leadership transitions is a skill that separates the exceptional from the ordinary, and by grasping the essence of this framework, you’re poised to embark on a journey of accelerated growth and achievement. Unfortunately, only a few leaders fully grasp the significance of these first three months and how they can ultimately determine their success or failure. All too often, leaders rush to make changes to prove themselves, leading to missteps and failures in their first months on the job. Leaders needing help transitioning to a new role may fail to meet performance expectations. Here are some of the most common leadership derailers: COMMON LEADERSHIP DERAILERS 1. Not adapting to the culture.Leaders who act against the established culture risk isolation and disconnection from critical information, leading to bad decision-making and eventual failure. 2. Not engaging in social learning.Leaders need to engage with their organization and prioritize meeting and talking with others instead of just reading and thinking, as this can cause them to become isolated and unapproachable. In the early stages, decisions based on intuition and strong feelings may be more important than financial analyses. 3. Attempting too much.It is common for leaders to attempt to handle numerous responsibilities simultaneously, leading to increased stress levels and a decline in overall productivity. FRAMEWORK FOR AN ACCELERATED SUCCESSFUL TRANSITION Transitions are periods of opportunity and chance to start afresh and make needed organizational changes. But they are also periods of acute vulnerabilities because you need an established working relationship and a detailed understanding of your new role. You’ll struggle later if you don’t gain momentum during your transition. Balancing action and learning helps you succeed long-term. Here are the key components of our framework for successful leadership transitions: * Understand your business situation * * * Diagnose the situation to develop the right strategy. * Avoid the “one-best-way” thinking. *  Identify the opportunities and challenges. Gaining success through negotiation (with your boss, peers, direct reports, etc) * * * Build relationships * Agree on the diagnosis of the situation * Determine how to work together * Create a plan for action Create your team * * * Communicate short and long-term goals. * Gain team member’s feedback. * Create new team processes. Stay the course * * Maintain discipline and focus on your transition daily. Careful planning is crucial when transitioning your career. Every successful career is a series of successful assignments, and every successful project is launched with a successful transition. The most dangerous transition can be the one you don’t recognize is happening. At IRI, we know exactly how critical leadership transitions can be for an organization. Through careful consideration and strategic planning, we believe that transitional times can lead to improved employee engagement and productivity. We know that every business is different, and each requires its own holistic and customized approach for their leadership. Contact us today to discuss the next steps, or give us a call at (313) 965-0350.

Managing Yourself In Times of Change

Learn how to manage others by managing yourself first. Navigate emotions, engage your team, and drive successful transformations.