1313: Practical Solutions to Your Biggest Workplace Challenges by Emily Moses of Aubrey Daniels.com on Career Success

[00:00:00] This is Optimal Work Daily, Episode 1313, Practical Solutions to Your Biggest Workplace Challenges

[00:00:07] by Emily Moses with AubreyDaniels.com. And I'm Dan, I am your host and I'm with you every single day

[00:00:13] right here covering the very best blogs on work life and entrepreneurship.

[00:00:18] And we're going to jump right into it now as we hear from Emily and Optimize Your Life,

[00:00:27] Practical Solutions to Your Biggest Workplace Challenges by Emily Moses with AubreyDaniels.com.

[00:00:34] CEOs are faced with many challenges, but what are the most common? The Predictive Index released a

[00:00:40] report outlining top CEO concerns. Fortunately, each of these challenges can be successfully

[00:00:46] addressed through the proven application of behavioral science. Even better, behavioral

[00:00:51] solutions work alongside an organization's existing systems and processes so that enhanced

[00:00:56] performance is sustainable and persists over time. The use of behavioral science in the

[00:01:01] workplace is so effective because it helps identify root causes of ongoing challenges

[00:01:06] and creates targeted solutions that ensure people are doing more of the critical behaviors

[00:01:11] that lead to success and less of the behaviors that impede it. All business is behavior,

[00:01:17] interacting with colleagues, completing work orders, making sales. So it is in a company's

[00:01:23] best interest to understand behavior if they hope to successfully manage and optimize it.

[00:01:28] Moreover, one of the best parts of using science is that it relies on data collection to ensure

[00:01:32] recommended changes are having the intended effect. Here is how behavioral science addresses

[00:01:37] the top three challenges outlined by leading CEOs in the report. Number One Finding the Right

[00:01:44] Talent. To find the right talent, work backwards and begin with strategy development.

[00:01:49] Ensure organizational goals are clear and well-defined. From there, identify the

[00:01:54] leading indicators for success in meeting those goals. Next, identify what each arm of the

[00:01:59] organization must do to produce those results. Everyone within each department should have very

[00:02:04] clear pinpointed behaviors that are required to yield the intended outcomes. Finally, use those

[00:02:10] pinpoints to evaluate the candidates. Are these behaviors they have shown in previous jobs? Does

[00:02:15] their work history demonstrate their ability to learn a new process, etc.? This improves the

[00:02:20] likelihood of success between the new hires and the organization, and simultaneously works to

[00:02:25] ensure employee behavior is aligned with strategy. Once you have secured the right talent, be sure

[00:02:31] your organization is doing its part to make them want to stay. Two Building Better Operational

[00:02:37] Processes. Let's start by defining better as things that are done more quickly with less

[00:02:43] waste of resources and an increase in accuracy. That is to say, things get done faster and in

[00:02:49] the right way the first time. Building better operational processes is one thing, but it

[00:02:54] requires an understanding of human behavior to figure out how to get people to use them.

[00:02:59] Only behavioral science can ensure a new process will indeed be followed as intended

[00:03:04] to produce the desired results. And three, getting the most out of employees.

[00:03:10] This can be easily addressed in two words. Positive reinforcement. People exceed expectations

[00:03:16] and produce discretionary effort only when working in an organization where the culture

[00:03:21] is such that employees are regularly recognized and reinforced for key behaviors that lead to

[00:03:26] results. Learning how to positively reinforce the right behaviors from leadership down is the

[00:03:32] key to maximizing employee performance. Even when it is apparent that help is needed,

[00:03:37] many organizations are reluctant to seek support from outside sources. Most identify cost as a

[00:03:43] prohibitive variable, as well as the difficulty to predict if the consultant will be worthwhile.

[00:03:48] This makes sense. Why do something if you can't be sure the outcome will be good?

[00:03:52] Or even if it is good, if it outweighs the cost of the services or the cost of continuing

[00:03:57] as-is? When looking to determine the right support, look for these components to increase

[00:04:02] the likelihood that the support you're considering can demonstrate effectiveness

[00:04:06] and ROI that continues well past the engagement. Leadership development.

[00:04:12] Change must come from the top down. Thus, it is imperative that leaders have the skills necessary

[00:04:17] to carry out the company's strategy, including behaviors that align with that strategy,

[00:04:22] and how to motivate direct reports to get there. Expected outcomes and results.

[00:04:28] Clear pinpointing of current challenges, recommended solutions, and rationale, and the

[00:04:33] changes that can be expected if the solutions are implemented accordingly. And finally, measures

[00:04:38] of success. Ensure the project has clear objectives and measurement systems to evaluate

[00:04:44] progress towards goals. Ongoing measurement holds each party accountable for their

[00:04:48] contribution towards long- and short-term goals, and protects project integrity.

[00:04:54] For more than 40 years, ADI has used behavioral science to help organizations address challenges

[00:05:00] like these. Whether working with ADI, someone else, or trying to fix these challenges

[00:05:05] independently, use these recommendations to more precisely evaluate challenges and effectively

[00:05:10] address them. In the end, you will have a happier, more engaged workforce,

[00:05:15] and a more successful organization. You just listened to the post titled

[00:05:23] Practical Solutions to Your Biggest Workplace Challenges by Emily Moses of AubreyDaniels.com.

[00:05:29] When it comes to hiring, don't go searching for the one. Just meet your match with Indeed.

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[00:05:46] for scheduling, screening, and messaging. 93% of employers agree. Indeed delivers the highest

[00:05:52] quality matches compared to other job sites. And one of the things I really love about Indeed

[00:05:57] is that it filters out those incompatible applicants. So when you're hiring, the process

[00:06:02] is much faster and you only have to consider applicants that are already likely to be a great

[00:06:06] fit. And listeners of this show will get a $75 sponsored job credit to get your jobs more

[00:06:12] visibility at Indeed.com slash startup. So just go to Indeed.com slash startup right now

[00:06:20] and support our show by saying you heard about Indeed on this podcast. Indeed.com slash

[00:06:26] startup. Terms and conditions apply. And thanks a lot to Emily who is an advisor

[00:06:32] and partner to clients across many different industries and has a unique understanding of

[00:06:36] the driving forces of behavior, how profit and loss impact a company's sustainability,

[00:06:41] and how these variables interrelate. And as for Aubrey who owns the site, he is a thought

[00:06:46] leader and expert on management, leadership, safety, and workplace issues. For the past 40

[00:06:52] years, he's been dedicated to helping people and organizations apply the laws of human behavior

[00:06:57] to optimize performance. His company, Aubrey Daniels International, provides leadership

[00:07:02] development expertise and behavioral technology to improve your business and its culture.

[00:07:07] Regardless of your organization's industry, improving your business performance requires

[00:07:11] your employees to do some things more often, some less often, and some differently.

[00:07:16] ADI's mission is to support you in accomplishing that quickly and efficiently.

[00:07:21] They help you optimize your company's business metrics, work culture, and safety performance

[00:07:25] through positive, practical approaches grounded in the science of behavior and engineered to

[00:07:30] ensure long-term sustainability. Their evidence-based approach, proven in great

[00:07:35] companies worldwide, improves performance at all levels of your organization by identifying

[00:07:40] and motivating the behaviors that power your business. They meet you where you are,

[00:07:44] accelerate your path to success, and transfer their behavioral expertise to ensure lasting

[00:07:50] change. And you can learn a lot more at AubreyDaniels.com.

[00:07:54] But that's it for another edition of Optimal Work Daily. I hope you're having a great start

[00:07:58] to your week, and I'll be back again with you tomorrow, where your optimal life awaits.