The HCL Review Podcast

Building Confidence in the Workplace, by Jonathan H. Westover PhD

Abstract: This article examines strategies for building and sustaining confidence in the workplace. It defines workplace confidence as an individual's inner belief in their ability to competently achieve work goals while feeling assured, motivated, and resilient. On an individual level, confidence is developed through focusing on strengths, setting goals, positive self-talk, visualization, reframing mistakes, and self-care. Organizationally, leaders can provide training, mentorship, autonomy, constructive feedback, recognition, and foster a sense of community to support employees' confidence. The article analyzes examples from Cleveland Clinic, which implemented competency tracking to boost clinicians' confidence, and Anthropic, an AI startup using "confidence coaching" for engineers. In conclusion, confidence can be purposefully developed when organizations complement individual strategies through training programs, mentorship, autonomy, feedback, and recognition. Sustained commitment to evidence-based approaches helps create psychologically safe environments where employees can maximize potential.

Avoiding Doomsday: How to Neutralize Downers on Your Team to Ensure Organizational Survival, by Jonathan H. Westover PhD

Abstract: This article examines how negatively-biased employees, or "downers", can undermine organizational motivation, productivity and long-term survival if left unaddressed. Drawing from over a decade of consulting and research experience, the author analyzes literature establishing the problematic effects of negativity at the individual, team and organizational levels. A framework is then provided for leaders to properly diagnose problematic dispositional styles and apply a multi-pronged strategy to curb negativity's spread and corrosive impacts. Specific tactics covered include leading by positive example, fostering a supportive climate, delivering direct yet caring feedback, separating negative influences, and providing stress release outlets. These prescriptions are brought to life through a case study example. The goal is to equip leaders with an evidence-based understanding and applied toolkit to neutralize downers and safeguard organizational resilience.

Embracing AI in Change Management, by Jonathan H. Westover PhD

Abstract: This article discusses how organizations can leverage artificial intelligence (AI) to support rather than hinder change management efforts amid technological transformation. It first establishes a research foundation on common sources of resistance to change, such as job insecurity, lack of understanding, and lack of involvement. The article then presents examples of how AI can augment traditional change management approaches to systematically address each resistance factor. Specifically, AI enhances two-way communication through personalized outreach and question answering. It also enables immersive, dynamic training solutions for ubiquitous, experiential skill development. AI fosters wider participation and feedback while monitoring employee well-being and performance. By addressing causes of resistance at each stage, AI strengthens critical aspects of communication, education, participation, and support to build understanding of changes rather than apathy. The article argues leaders who view AI as an ally in change management will empower their workforce through disruption.

Fostering a Continuous Learning Environment: Keys to Unlocking Your Organization's Full Potential, by Jonathan H. Westover PhD

Abstract: This article explores how organizations can establish a culture of continuous learning to help unlock their full potential. The article begins by defining continuous learning and outlining its benefits at both the individual and organizational levels based on research. It then discusses essential components for creating a true continuous learning environment, including leadership support, structured processes, goal planning, and hands-on approaches. Practical strategies are provided for integrating continuous learning depending on industry context, such as technology, manufacturing, healthcare and marketing. The author argues that cultivating a culture where ongoing learning is ingrained will empower individuals, teams and the overall business to adapt, improve and thrive.

Handling Follow-Ups Professionally: Strategies for Getting Replies When Facing Silence, by Jonathan H. Westover PhD

Abstract: This article discusses effective strategies for following up with contacts who have not responded to initial requests or messages. It begins by reviewing psychological research on factors that can influence response times, such as personality traits, cultural norms, and procrastination. It then provides guidelines for optimal timing of follow-ups based on priority level and contact type. Specific suggestions are offered for composing follow-up communications, including restating the original request, expressing the need for a response politely, acknowledging time constraints, and problem-solving rather than blaming. The article stresses the need for flexibility based on individual relationships and contexts. It offers examples of appropriately customizing follow-ups for scenarios like status updates, project kickoffs, and external partnerships. By understanding reasons for delays, timing follow-ups appropriately, and adapting language sensitively, leaders can productively follow through to obtain needed information and cooperation while preserving goodwill.

Building Trust and Loyalty in the Workplace, by Jonathan H. Westover PhD

Abstract: This article explores practical strategies for managers and executives to increase trust and loyalty in employee relationships. The article outlines how trust is built over time through consistency, integrity, and care. Specific guidance is provided around communicating expectations, pay transparency, work-life balance, career development, culture, and recognition. Fulfilling implicit and explicit psychological contracts through these approaches deepens employee loyalty and commitment. Case studies then demonstrate how appreciation, recognition, and social/fun activities further strengthen bonds. Real-world industry examples show the concepts applied successfully in technology, healthcare, and retail contexts. The article argues that prioritizing relationships through integrity and compassion lays the groundwork for resilient, high-performing organizational cultures where leaders leave a lasting positive legacy.

How to Have a Good Day at Work: Leveraging Positive Psychology and Self-Management to Thrive, by Jonathan H. Westover PhD

Abstract: This article discusses research-backed strategies from positive psychology that individuals can utilize to increase the likelihood of having more positive and productive workdays. It outlines how adopting an optimistic explanatory style when facing challenges, properly managing energy levels in addition to time, cultivating quality relationships with colleagues, and prioritizing self-care activities are evidence-based techniques that can positively shape one's daily work experiences. Specific examples are provided for how transportation managers, financial analysts, and software engineers can apply these approaches in their roles and industries. The article concludes that while external factors influence workdays, professionals hold significant agency to intentionally apply self-management techniques grounded in research to better navigate demands, enhance well-being, boost job performance, and optimize their daily experiences at work. Proactively utilizing positive psychology strategies empowers individuals and organizations by leading to more engaged and resilient employees committed to excellence.

The Tiny Habits that Strengthen Organizational Relationships, by Jonathan H. Westover PhD

Abstract: This article discusses how seemingly small, everyday social habits and interactions can significantly impact workplace relationships and organizational effectiveness. It explores research on relationship-building behaviors like making eye contact, smiling, saying thank you, asking questions, providing feedback, listening without judgment, self-disclosure, and celebrating wins together. The article argues that while larger cultural factors are important, minor modifications to interpersonal manners, such as consciously engaging in these positive social behaviors, can quietly foster resilient bonds between colleagues. Case studies from various industries are presented to illustrate how strategically cultivated habits delivering appreciation, empathy and care into daily exchanges strengthen collaborative relationships. The article concludes that true organizational transformation starts from nurturing connections through mindfully modified social exchanges, as these small gestures collectively create the type of supportive work environment where people feel valued and initiatives can succeed.

More than Half Underemployed: Developing Talent for Meaningful Work, by Jonathan H. Westover PhD

Abstract: This article examines the problem of underemployment among recent college graduates and proposes strategies for organizations and institutions of higher education to work individually and collaboratively to address this issue. According to recent data, over 55% of 2020 graduates were underemployed within six months due to factors like economic disruption from the pandemic, skills mismatches, unrealistic graduate expectations, and rising education costs. Long-term impacts of underemployment include lower lifetime earnings and wasted talent. The article suggests organizational approaches like internships, clear communication of needs, bridging roles, and mentorship to develop talent and connect graduates to careers. For institutions, recommendations include experiential learning, career education, industry advisory boards, and robust career services. Finally, the article proposes collaborative models such as curriculum partnerships with employers, employer-embedded teaching, shared talent databases, and joint roundtables to fully tackle graduate underemployment through multi-stakeholder cooperation.

When Saying "No" is the Right Choice: Tactfully Declining Managerial Promotions, by Jonathan H. Westover PhD

Abstract: This article discusses best practices for respectfully declining premature promotions into management roles as a consultant or academic, in order to avoid sabotaging one's career or damaging relationships. It emphasizes the importance of self-reflection to understand one's skills and interests before committing, and encourages politely but firmly communicating priorities and boundaries. Specific techniques are presented, such as expressing gratitude for the confidence in one's abilities while reinforcing current focus on individual work. Offering compromises like trial periods can demonstrate continued commitment while avoiding premature transitions. Validating others' perspectives and emphasizing shared goals helps smooth potential hurt feelings. The article notes the importance of providing thoughtful rationale, validating concerns, proposing alternatives, and focusing on mutual benefit over the long run. Earlier missteps are contrasted with refined approaches developed through situations navigated over time. The conclusion stresses how even difficult conversations can strengthen dynamics when both self-interests and the relationship are kept in mind, with a solution-oriented focus on constructive exchange and partnership beyond any individual opportunity. Overall, the article presents concrete methods for declining roles respectfully while preserving professional integrity and valuable working relationships.