Feedback Culture
Build a culture of feedback using research backed insights
Why We Hate Feedback
We crave feedback in our personal lives. Our fitness trackers tell us how we're doing, and we obsess over the data. We want our gym trainers to push us and tell us where we can improve. But something strange happens when we step into the office. Suddenly, feedback becomes this scary, negative thing. Why?
Let’s explore the psychology behind our aversion to feedback at work and use a new framework for building a feedback-rich culture, backed by research insights.
Rewards & Recognition
Getting the best out of your R&R programs
Why Culture Change Fails
Organizations embarking on a culture change often launch with high hopes and enthusiasm, kicking off with newly published cultural values, inspiring video messages, and polished presentations. But a few months down the line, they’re left wondering why nothing has really changed. Employees seem to carry on as usual, and the envisioned transformation feels more like a distant idea than an everyday reality. This challenge is particularly pronounced during mergers and acquisitions, where studies show that 90% of mergers fail in cultural assimilation.
Build Trust
Use research insights to build trust among your team members
To build trust, start listening
We all enjoy conversations where we feel truly heard. When someone listens to us attentively, it makes us feel understood and valued. Professions like psychiatry, coaching, and counseling are built around this principle, with experts using active listening to build trust and connection. Despite the known benefits, however, most of us find it challenging to listen attentively for long. Why is listening so difficult? Behavioral science offers some insights, along with practical tips to improve our listening skills.
Psychological Safety
Create a team environment where everyone thrives.
You Can Do It - The Power of High Expectations
In the workplace, a manager’s expectations can become a self-fulfilling prophecy. High expectations tend to drive high performance, while low expectations often lead to poor outcomes. Managers who expect success are more likely to invest time coaching and mentoring their team members, who, in turn, work hard to meet those expectations. This cycle of mutual encouragement and motivation can lead to exceptional performance and a greater sense of accomplishment. However, when managers expect failure, team members may internalize that message, avoiding risks and gradually disengaging.
Customer Focus
Build a culture of customer centricity using Behavioral Science
The Power of Storytelling
Customer-centricity is more than just a business strategy; it's a mindset that prioritizes the customer in every decision and interaction. But how do organizations build this mindset within their culture? One of the most powerful tools is storytelling. Stories capture attention, illustrate values, and inspire behaviors that align with an organization's mission. And when it comes to customer-centricity, few stories are as legendary as the Nordstrom tire refund incident.
Hybrid Working
How to get the most out of a Hybrid Team?
Understanding the Impact of Virtual Meetings
When the pandemic forced us all to work from home, virtual meetings became our lifeline. Tools like Zoom, Google Meet, and Microsoft Teams allowed us to connect with colleagues around the world, hold back-to-back meetings, and continue business without the need for travel. Virtual meeting platforms saw exponential growth. Initially, everything about virtual meetings seemed ideal. People wondered why we hadn’t been using these tools more frequently even before the pandemic.However, as the novelty wore off, so did our energy levels. Constant video calls and hours spent staring at a screen began to wear people down. Soon, a new term was coined to describe this phenomenon: Zoom Fatigue. But what causes this fatigue, and why does video conferencing tire us out in ways that in-person meetings don’t?
Workplace Science
Behavioral Science applied to workplace
The Role of Self Identity in Goal Setting
Organizations often set ambitious goals—whether it’s to become the market leader, double revenues, or reach a million customers. These goals are compelling, designed to motivate and instill a sense of purpose beyond mere job duties. Steve Jobs famously asked Pepsi CEO Jon Scully, “Do you want to sell sugared water for the rest of your life? Or do you want to come with me and change the world?” The invitation to achieve something significant can drive people to commit deeply to an organization’s vision. But while these big goals have the power to inspire, they can also impact our sense of self, affecting how we see ourselves both professionally and personally.
Artificial Intelligence
How Generative AI Era will change the way we work
Would You Trust an AI Coach?
Trust in AI is inevitable—it’s just a matter of time. As technology advances and AI becomes increasingly human-like in its responses, our reliance on the messenger to determine the credibility of information will diminish. But until then, human connection remains central to roles that require deep trust, empathy, and understanding.
