It is an old tradition on New Years Eve. Sitting around the Christmas tree with friends and family, overeating and making a New Years resolution. Quit smoking, lose weight, increase physical exercise, or more often count to ten. Nice anyway!
This is the second blog about cultural change, defined as changing collective behavior within an organization. The first blog was about questions like what is a culture, how does it develop and why are projects for changing an organizational culture
Many organizations seek to change their culture. In so doing one can e.g. attempt to achieve higher levels of innovation, synergy and safety. Major projects are often launched, but unfortunately, they do frequently fade away without having been very effective.
We create safety by systematically eliminating risks. This technical approach works well until human behavior comes into play. Then we have to face up to a new set of rules. How to create safe behavior, that is the subject of
The most dedicated workers are particularly prone to this and it can appear to be depression. But what actually is a burnout, how does it develop and what can we do about it? Those are the subjects of this blog.
Did it ever happen to you, falling ill at the onset of your holiday? Just when you reach the moment that you are finally free, your body lets you down. Is this a coincidence or is there a connection between
This second letter on the topic Life Saving Rules focuses on how to reduce risk by sticking to our plans. The implicit message of several of the Life Saving Rules is that improvisation enhances risk. These rules make the case
Shell and DSM have introduced life saving rules, a set of 12 do’s and don’ts intended to protect the lives of their personnel. Shell claims that fatalities within the company have decreased since the introduction of these rules. A salient detail