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Creating a Culture of Patient Satisfaction Hospital cultures can be changed for the better. Our “Four Positives” are a great way to do it, as we show in this article published in Health & Health Networks Daily.
Four Steps to Transforming Contact Center Performance Contact centers, also known as call centers, do not have to be places of high employee turnover and low morale. Four steps can transform call centers into places that satisfy customers and sustain employees.
Performance Improvement Without Assessments Performance improvement at all levels can be motivated and sustained without the use of assessments. There is sound neurological evidence which supports affirmative methods to support measurable and sustainable performance improvement. This article was published in ASTD Links Plus, a monthly subscriber-based newsletter of the American Society for Training and Development. For more information, visit www.astd.org.
A Shortcut to Customer Centricity It’s possible to create a customer-centric organization without using an employee assessment and competencies methodology. “Affirmative” models of change are emerging that are far more effective at driving customer centricity. Affirmative models rely on the development and proliferation of positive images of being customer-focused and have been used successfully by thousands of people in hundreds of companies.
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Transformational Leadership in a Transactional World One of the most difficult and complex issues that impede OD practitioners’ success is the dominance of transactional thinking in organizations and the negative impact it has on organizational performance. In this article we encourage OD practitioners to advocate for transformational leadership and give them a means of making transformational leadership a reality in organizations.
A Scientific Model of Grassroots O.D. The biggest challenge for most Organizational Development cultural change initiatives is to get large numbers of people to quickly and completely embrace a desired change. Grassroots O.D. engages many people quickly while still supporting executive initiatives. By integrating research on positive deviance, fair process, neuroscience and mass customization into a practical methodology, a grassroots approach to O.D. can change organizational cultures faster, more predictably and more completely than was previously thought possible.
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Organizational Transformation: A New Application of Persuasive Technology Changing an organization can be incredibly difficult because many people must change their beliefs, values, and actions quickly and completely for an organizational transformation to occur and sustain. These types of changes are, of course, exactly what persuasive technologies are designed to drive. This article provides a proven method for applying persuasive technology to drive organizational transformation.
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