Once an investigation into reports of workplace misconduct is closed, organizations often conduct a root cause analysis (or RCA) on the issue. But is that always the right course of action? Should root cause analysis be conducted for all investigations, or are there certain criteria that should trigger a root cause analysis process? It’s a good question, because there are plenty of obstacles to overcome when conducting effective root cause analysis, from incorporating the right data analytics to securing leadership buy-in. And perhaps the biggest one of them all is ensuring that the lessons learned after conducting root cause analysis translate into sustainable change, rather than become an unimpactful check-the-box exercise. Ethisphere's Jodie Fredericksen and Eric Jorgenson explain. 1:53: Criteria that should trigger a root cause analysis 4:02: Common obstacles that prevent effective RCA 6:58: How to leverage root cause analysis data to identify trends 8:03: How to ensure that root cause analysis translates into sustainable change 9:08: Common mistakes when conducting root cause analyses….and how avoid them