What Our Words Say About Our Work

In a high stakes environment where mistakes can be catastrophic, how can an organization plan for human error? When does shared expertise within a group prove most valuable, and when might it make more sense to foster cognitive diversity? Why do some after-action reviews successfully establish a consensus-driven vision forward, while others stir up feelings of shame, blame, and guilt? In this episode, Preston B. Cline, co-founder and Director of Research at the Mission Critical Team Institute, shares observations and best practices from working with teams in immersive, all-consuming environments where the margin for error is near zero. 

In this episode, behavioral science experts Michael Hallsworth and Scott Young of The Behavioural Insights Team discuss why it’s important for organizations to examine their operational frameworks and systems, in order to better assess how established processes and environments may be impacting the work of their employees. They also share recommendations for reducing overconfidence bias, overcoming entrenched ways of thinking, and fostering a culture of transparency. 

How can organizations avoid reinforcing mistakes or bad behavior? Why is it crucial for upper management to understand the daily realities and social norms at a localized, team-by-team level? And how might removing the pressure surrounding results actually lead to better outcomes, including meaningful systemic improvements? In this episode, behavioral risk expert Wieke Scholten walks us through the ins-and-outs of turning negative events into positive opportunities for learning. 

Cognitive psychologist Gary Klein has spent his career examining how decisions get made across real-world scenarios. He is well-known for creating the PreMortem Method of Risk Assessment, an risk management exercise that helps project team members imagine potential problems upfront, rather than examining shortfalls in hindsight. In this episode, we dig into the how and why of Klein’s premortem practice, what differentiates it from other strategic tools, as well as the challenges of integrating a culture of curiosity into established ways of working. 

What can natural language processing tell management teams about the priorities of their employees? Do assumptions built over time more often lead to successful or unsuccessful outcomes? Does a speaker’s choice of words carry more weight for their audience than the substance of what they’re saying? Pointing to new developments in linguistics analysis and computational learning, professors Sameer Srivastava at UC Berkeley and Amir Goldberg at Stanford deliver some cutting-edge insights. 

How can co-workers adopting each other's perspective address complex organizational problems? What are the tangible benefits to establishing a psychologically safe environment in the workplace? And why might establishing trust be irrelevant when it comes to ensuring successful collaborations? In this episode, engineer-turned-strategy consultant Per Hugander shares how he’s worked with corporate leaders to embrace so-called “soft skills” to garner solid results. 

What impact does remote work have on organizational cultures? What causes some corporate responsibility efforts to fall short of meaningful change? And is there a silver bullet to creating a more inclusive workplace culture, effective management, and streamlined operations? Alison Taylor, Executive Director of Ethical Systems at New York University, articulates some of the biggest questions that today’s industry leaders should be asking and offers a roadmap for collective and lasting impact. 

David Grosse is responsible for conduct risk, culture and behavior at HSBC Global Banking and Markets. A long-time banker, he became convinced that understanding human behavior was central to understanding what was happening at a bank, and went back to school to earn an MSc in Behavioral Science. In this episode of "Banking Culture Reform: Norms, Mindsets, and Decision-Making," David tells us about his own experiences with context and group behaviors – including at rugby and soccer matches.

Mikael Down worked as the Executive Director for Assessment, Policy and Insights at the Financial Services Culture Board, an industry body that assesses culture at financial institutions in the UK and helps to design cultural interventions at member firms. In this episode of "Banking Culture Reform: Norms, Mindsets, and Decision-Making," Mikael shares his perspective on how cultural norms in the UK banking sector have evolved in recent years, including the pandemic’s impact on firms’ relationships with their employees.

Mark Roe is the Head of Risk Culture at the Australian Prudential Regulation Authority (APRA). With a background in Criminology, he brings a unique perspective to the supervision of governance, behavior and culture. In this episode of "Banking Culture Reform: Norms, Mindsets, and Decision-Making," Mark shares his perspective on why risk culture matters and how organizations can impact decision-making among staff.