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Chris Cancialosi
Attended James Caldwell high school
Lives in Bainbridge Island, WA
105 followers|18,956 views
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Chris Cancialosi

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If you spend every workday sitting in front of your computer with the occasional walk to the break room to top off your coffee, safety likely isn’t an issue that’s top of mind. Yet, for millions of workers across the globe, their jobs can put them in some extremely high-risk environments where valuing safety can mean the difference between life and death.

This critical need to help people reduce mistakes is very apparent to Luke Anear, who founded the company SafetyCulture in 2004 in an effort to help organizations better manage safety in the workplace. His solution goes well beyond safety. By leveraging technology to help people conduct audits, SafetyCulture can help reduce human error and increase consistency, all while reducing process waste.
For millions of workers across the globe, their jobs can put them in some extremely high-risk environments where valuing safety can mean the difference between life and death. One company, SafetyCulture, aims to help create safer organizations using digital solutions.
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Chris Cancialosi

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In many ways, some might argue that this was a time bomb waiting to explode. In 2013, just two years after that first scandal in 2011, an article in the L.A. Times shed some light on Wells Fargo’s pressure-cooker sales culture. In this article, one former Wells Fargo employee shared that managers actively coached workers on how to inflate sales numbers. Another reportedly discovered that employees talked a homeless woman into opening a total of six checking and savings accounts.

Publicly, Wells Fargo officials have espoused the value that they place on ethical conduct. It seems that, in reality, employees were regularly expected to force “unneeded and unwanted” products on customers to satisfy sales goals.
As news of the fallout continues, it’s clear that Wells Fargo is realizing a much more complicated and systemic organizational culture issue.
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Chris Cancialosi

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Trying to figure out how to build a top-notch team at your startup? Check out Shawn Overcast's latest article.
You have a million things to consider when investing your startup’s money. Developing your product is just the beginning. Then come the marketing, sales, and accounting considerations. But throughout all this, you can’t overlook the single most important financial consideration: your team. Shawn Overcast, managing director at gothamCulture, explains.
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Unless you’ve been living under a rock for the last few years, you’ve probably noticed there are no shortage of applications out there offering relief from your people-related woes. These apps offer everything from employee engagement, to company culture, to stakeholder communications and pulse surveying and peer feedback in order to solve a wide breadth of people-related challenges in your organization.

But, where to start?
There are a lot of culture and engagement apps out there to meet a wide variety of needs, and it can be quite overwhelming to figure out the most appropriate solution, or suite of solutions, for your organization. Here are a few things to consider.
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When Bill Sandbrook took over as CEO of U.S. Concrete in 2011, he stepped into an organization that was hobbling out of bankruptcy and struggling to survive. But after 5 short years, the company is more profitable than ever. Here's how he turned things around.
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Imagine your business perfecting a method of working that allows you to enhance your performance exponentially faster than your competitors. One that helps keep your talent informed, engaged, and helps foster an open, collaborative culture that drives significant performance gains.

In tech this isn’t a dream, it’s happening via DevOps.
Imagine your business perfecting a method of working that allows you to enhance your performance exponentially faster than your competitors. In tech this isn’t a dream, it’s happening via DevOps, the most recent evolution of working, and it’s something that the industry has increasingly been moving toward over the last few years.
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For leaders in the tech space, velocity is the name of the game. And for the last few years, pioneers in the industry have been evolving how technology is developed and launched in some pretty dramatic ways.
I sat down with Chef CTO Adam Jacob for his unique perspective on the future of DevOps.
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If an individual or team continually addresses a challenge in the same way, they will continue to get the same results. And oftentimes, these results are less than desirable. But by disrupting these patterns and understanding alternate ways to approach a problem, we can begin to uncover better methods and better results.
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As most any business leader will tell you, change can be tough. Leading change in large, established organizations can be downright painful.

This shouldn’t be surprising. Well-established organizations have developed a certain level of cultural “inertia”—a certain way of doing things that has served them well for many years. And this may be all the more true in heavily regulated industries, like banking and finance.
How are large, established corporations able to adapt and evolve to compete in today's rapidly changing business environment? I sat down with Westpac New Zealand's Dawie Olivier to learn how he fueled the company's digital transformation by starting with culture.
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As organizations evolve their ways of working to drive innovation and speed to market, a reliance on technology to automate the more transactional aspects of work makes sense. But organizations don’t embrace new technologies because they exist.
What are the benefits and risks associated with this rapid adoption and reliance on digital communication tools in the workplace? I spoke with Brigette McInnes-Day, EVP of HR at SAP, and Taylor Wallace, co-founder of WeVue, to find out.
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For many rapidly-growing organizations, hiring the best talent available is priority number one. But when done poorly, your recruiting process can cost your company more than you might expect.
All too often, the pressures of filling open positions can tempt hiring managers to cut corners in terms of culture fit in order to keep up with the growth curve. To make matters worse, the recruiting processes that have been the staple of organizational life for decades seem to serve as their own barrier to finding the best quality talent for your organization.
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Adding a pinch of horseshoes, a dab of bocce and a sprinkle of lawn bowling, Air Force Lieutenant Colonel Matt Butler created the unique and challenging new game, Rollors, that's putting a new twist to summer bbqs.
Lieutenant Colonel Matt Butler spends most of his time serving as mission crew commander of an Air Force Joint Stars E8C air-to-ground radar aircraft. But he's also the creator of what the Wall Street Journal referred to as one of the “best new lawn games you’ve never heard of.”
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Organizational culture advisor to clients around the globe.
Education
  • James Caldwell high school
    1988 - 1992
  • University of Delaware
    Psychology, 1992 - 1996
  • Montclair state university
    I/O Psychology, 1998 - 2001
  • Walden University
    Organizational Psychology, 2010 - 2013
Basic Information
Gender
Male
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Occupation
Organizational Psychologist
Skills
Organizational Culture, Leadership Development, Executive Coaching
Places
Map of the places this user has livedMap of the places this user has livedMap of the places this user has lived
Currently
Bainbridge Island, WA
Contact Information
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Phone
732.610.7884
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