Areas of Practice
At Bedell Consulting, we truly believe that both employees and leaders want to make a positive difference at work. Employees want their jobs to matter and to feel like they belong, while leaders want to build a team that is engaged, loyal, and ready to think creatively. When challenges arise and goals become difficult to meet, we’re here to offer our expertise and help everyone succeed together.
STRATEGIC LEADERSHIP, ORGANIZATIONAL PLANNING AND DEVELOPMENT
Change is inevitable. The way to manage change effectively is to anticipate the change and plan accordingly. Succession planning helps the organizational leadership identify, train, and mentor the next generation of leaders who can fill the critical roles in the organization. Strategic planning enables leadership to develop a vision, including goals and objectives, for the future of the organization. Change management enables leadership to implement change and help people adapt to it effectively and successfully.
“The way to manage change effectively is to anticipate the change and plan accordingly.”
AI in the Workplace
Artificial Intelligence (AI) has significantly transformed the world of work, influencing various industries, disciplines, and job roles. Its potential to enhance efficiency, boost productivity, and reshape traditional roles is truly remarkable. Therefore, it's essential for leaders and managers to thoughtfully plan for the adoption of AI tools among their teams. In fact, 67% of Inc 5000 companies in the U.S. are currently using AI, but only 27% have fully integrated it into their operations[1]. Additionally, while 65% of employees feel optimistic about the benefits of AI, 52% have concerns about job security[2]. This underscores the need for a strategic and ethical approach to implementation, ensuring that AI aligns with the core values of the organization and maximizes its advantages.
“This underscores the need for a strategic and ethical approach to implementation, ensuring that AI aligns with the core values of the organization and maximizes its advantages.”
Footnotes:
Dev, A. (2025, April 15). State of AI in the U.S. Workplace. Harvard Business Review.
Carter, L. (2025, March 22). Employee Sentiment Towards AI in the Workplace. Pew Research Center.
WORKPLACE CULTURE AND ENGAGEMENT
A positive workplace culture—one that promotes employee engagement and well-being—boosts both staff and managerial motivation, retention, and the organization’s ability to attract top talent. It’s the responsibility of organizational leadership to establish this culture, demonstrating its values to managers and staff. They must also provide training for managers to help them implement and nurture this culture within their teams and clearly communicate the benefits of such a culture for everyone involved.”
“Organizational leadership plays a key role in creating and modeling a positive workplace culture, setting clear expectations for managers and staff. They must also ensure that the necessary resources, training, and working conditions support and enhance this culture.”
Leadership, Team, and Workforce Development
Developing an organization's human capital is essential for its success and profitability, ultimately providing a return on investment (ROI). Leadership development equips employees with the skills and confidence needed to thrive in leadership positions. Team development focuses on building strong, cohesive units that can organize themselves, set goals, solve problems, and achieve results. Workforce development offers employees opportunities for upskilling and continuous education, along with programs that enhance morale and well-being, boost productivity, and foster adaptability, ensuring they continue to add value to the organization and grow their potential.
“Investing in human capital through leadership, team, and workforce development is essential for organizational success and helps employees reach their full potential."
EMPLOYEE RELATIONS, COMMUNICATION, AND EMOTIONAL INTELLIGENCE
Employee relations, communication, and emotional intelligence are key to building strong interpersonal relationships among managers, staff, and coworkers. By fostering understanding and open communication, organizations can enhance employee engagement and teamwork. When everyone prioritizes these connections, a friendly and supportive work environment emerges, helping reduce conflicts and improve overall morale.
“When everyone prioritizes these connections, a friendly and supportive work environment emerges, helping reduce conflicts and improve overall morale.”
Effective Communication in the Workplace
Communication is an essential skill in the workplace, and the absence of effective communication can lead to interpersonal and organizational misunderstandings. These misunderstandings can be costly, negatively affecting employee performance, productivity, team collaboration, and innovation. Effective communication involves not only using appropriate communication styles but also engaging successfully in a diverse and inclusive work environment. Strong communication skills are crucial for employees, managers, teams, and organizational leaders alike.
”Effective communication is vital in the workplace, as it helps prevent misunderstandings and enhances employee performance, productivity, and collaboration in diverse and inclusive environments.”
Counterproductive Work Behaviors (Bullying, Discrimination, and Harassment)
Counterproductive work behaviors, such as bullying, discrimination, and harassment, can seriously harm workforce morale, engagement, and productivity, while also negatively affecting the targeted victims and leading to higher absenteeism and turnover rates. These behaviors ultimately impact the organization's bottom line, customer service, and community reputation. To create a psychologically safe work environment, organizational leadership can adopt and enforce zero-tolerance policies against bullying, discrimination, and harassment, while providing training on these important policies.
“Counterproductive work behaviors like bullying, discrimination, and harassment harm not only workforce morale and productivity but also the targeted individuals, necessitating zero-tolerance policies and training to foster a psychologically safe work environment."
Emotional Intelligence in the Workplace
The emotions of organizational members significantly affect their work performance, relationships with coworkers, supervisors, and managers, team collaboration, and their ability to lead or manage others. Emotional intelligence (EI) is defined as the ability to understand emotions—not only one’s own but also the feelings of others, enabling individuals to reason and solve problems effectively. This understanding helps members manage their own emotions as well as navigate and respond to the emotions of those around them. EI plays a key role in helping individuals cope with workplace challenges, demands, and responsibilities. Importantly, the skills related to emotional intelligence can be learned and developed over time.
"Emotional intelligence is essential for organizational members as it enables them to understand and manage both their own emotions and those of others, significantly impacting their work performance and interpersonal relationships."
Productive Workplace Behaviors
Productive behaviors are actions taken by employees that positively contribute to the organization’s goals and objectives. These behaviors enhance job performance and overall productivity, regardless of the specific skills an employee may possess. Examples of productive work behaviors include effective time management, organization, and communication, as well as being proactive, reliable, and a supportive team player. These actions help improve efficiency, meet deadlines, and create a positive, collaborative work environment. By cultivating these productive behaviors, organizations not only boost individual performance but also promote a thriving workplace culture where everyone feels valued and motivated.
"Productive work behaviors, such as time management, effective communication, and teamwork, significantly enhance individual performance and create a positive, collaborative workplace culture that aligns with organizational goals."
Who We Are:
Bedell Consulting is a general industrial and organizational psychology practice that uses evidence-based best practices and workplace behavioral science to create positive changes within organizations. We work with small businesses, organizations, professional associations, non-profits, and government entities.
Instead of viewing organizational issues and problems as unwanted challenges, at Bedell Consulting, we embrace them as opportunities for learning and growth.
We truly believe that both employees and leaders want to make a positive difference at work. Employees want their jobs to matter and to feel like they belong, while leaders want to build a team that is engaged, loyal, and ready to think creatively. When challenges arise and goals become difficult to meet, we’re here to offer our expertise and help everyone succeed together.
We focus on PEOPLE—small business owners, executive leaders, managers, teams, and staff—because they are the heart of every organization. We listen carefully to your challenges and goals, and then, in collaboration with you, apply evidence-based best practices to develop tailored SOLUTIONS. These solutions address workforce and leadership challenges that impact performance, productivity, workplace culture, and the bottom line. Our people-centered approach delivers meaningful, effective RESULTS.
People. Solutions. Results.