The best ideas don't come from a conference stage or a textbook. They come from the intersection of research, field experience, and real-world conversations with leaders trying to make work safer and more effective.
Explore articles, case studies, videos, and practical insights on behavior change, leadership, skill adoption, and routine work risk.
Why routine work creates hidden risk and why awareness naturally declines as tasks become familiar.
Why employee resistance is often misunderstood and what leaders can do to create genuine buy-in.
How to recognize whether the challenge is routine work risk, rollout adoption, or training follow-through.
Every organization is different, but the underlying challenge is often the same: helping important behaviors survive in the real world. These case studies show how different organizations approached that challenge and the results they achieved. Click a category below to browse case studies related to your organization's priorities. Strategic Initiative Support Leadership Interventions Routine Work Campaigns Skill Adoption Efforts Health and Well-Being Examples
Our client launched an ambitious initiative to improve the Pre-Job Briefing form and promote its adoption throughout the organization.
OUR RESULTS
After conducting an extensive safety culture survey, a large utility company wanted to increase how frequently leaders provided positive feedback and recognized team members for performing work safely. While the targeted behaviors were modest in scope, the ripple effects of the changes were more extensive than we anticipated.
OUR RESULTS
Oil and Gas
A midstream Oil and Gas company needed to train 1,000 hourly employees on becoming better safety leaders in a 3 month period. But employees had heard the same information multiple times and were at risk of tuning out future safety messages. Our objective was to develop an engaging 4 hour training their safety staff could deliver and that was based on existing company vision, values, and materials.
OUR RESULTS
In this highly regulated industry, we needed to cut through the noise with a unique and fun training experience. As captains of a pirate ship, attendees learned coaching techniques, appreciative questioning, and how to give effective positive feedback
OUR RESULTS
Mechanical Contractor
Supervisors at a mechanical contractor company had previously received leadership training. They had adopted some new behaviors, but there was room for more growth.
Attendees participated in recreating their training, sharing their insights with their coworkers, and then practicing key leadership behaviors around communication and productivity in our post-training Habit Challenge.
OUR RESULTS
Transportation & Logistics
As the company grew, leadership found itself spending hours each day approving routine scheduling decisions. The process ensured accuracy but created bottlenecks, frustration, and reduced ownership. They wanted a more empowered team that could make confident decisions without constant oversight.
OUR RESULTS
Mechanical Contractor
Despite experienced crews and strong safety systems, routine work was still leading to rework, preventable risk, and unnecessary stress. The challenge wasn't a lack of knowledge. It was helping frontline leaders recognize when routine work had shifted into autopilot.
OUR RESULTS
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Utility
Experienced employees were getting injured while performing tasks they had completed safely hundreds of times before. Leadership wanted a practical way to interrupt autopilot, improve critical thinking, and help crews identify hazards before they became incidents.
OUR RESULTS
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Public Works
With 10, 20 or more years of experience, employees thought they knew what to expect and were less aware of adverse consequences than they should be, given the potential for catastrophic damage to property and life.
OUR RESULTS
Utility
Quarterly Safety Days had become routine, lecture-based events. Supervisors relied on canned presentations, crews disengaged, and valuable opportunities to build knowledge and reinforce safe work practices were being lost.
OUR RESULTS
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Utility
Participants had already been through extensive driving training. They did not need more driving training. They needed an opportunity to practice the driving skills they already knew they needed, so that it became a habit.
“There was at least one occasion on slippery roads in which this extra distance could have played a factor in eliminating an accident.”
OUR RESULTS
Local Government
Every New Year millions of people make resolutions to change their behavior so they can get healthier and happier. But over 90% of those resolutions will fail. We set out to change that record. A local government gave 34 employee the opportunity to change their habits as part of a New Year’s Resolution Habit Challenge.
OUR RESULTS
Civil Site Work
The goal was to provide 53 of their foreman with tools to change their behavior and to let them know the company cared about their well-being on the job and at home. This training initiative straddled both health and safety behaviors, so that the foreman could have the flexibility to target the behavior they felt would make the biggest improvement in their life.
OUR RESULTS
You describe what's happening. We ask questions. Neither of us commits to anything. If there's a fit, you'll know it by the end of the first conversation because it will feel like the problem is already becoming clearer.
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