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Monthly Archives

November 2016

Anti-harassment policies are stupid

By | Workplace bullying | No Comments

Alright, anti-harassment policies aren’t stupid; we do need policies to keep behavior in line.

What is stupid is that so many organizations depend on that policy, just words on paper, to do the heavy lifting.

In addition to your policy, you have to focus on a positive workplace culture. In fact, you have a moral and ethical responsibility to create a positive workplace culture.

I invite you to check out my disruptive 5-minute talk on this.

DisruptHR is a world-wide movement attempting to… you guessed it… disrupt the way we do HR and get HR professionals to think differently about their HR practices. Naturally I fit right in!

If you have 5 minutes, I hope you’ll watch my talk.

If you like it, share it!

 

CASE STUDY: High Impact Culture Change

By | Workplace bullying | No Comments

The irony. At an organization whose mission was to help people with disabilities thrive in the community, the workplace bullying had become rampant.

The former CEO had been a real bully himself; his leadership and personality style had dripped downward into the organization, and a culture of bullying and negativity ensued.

The board of directors could see the organization slipping downhill. They asked the CEO to step down, and they replaced him with a new CEO who was charged with making big change. The new CEO sought help from Civility Partners, because she knew to remove workplace bullying, she needed to replace it with a new culture.

Together we came up with a five step plan.

  1. Train the leaders, managers and supervisors in driving culture change
  2. Create a culture committee made up of people from all levels of the organization
  3. Create a social vision that would drive the new culture
  4. Update the core values so that they resonated with the employees
  5. Develop a strategic plan around the new values.

After a four-hour training on culture change, a committee was indeed created by asking for volunteers as well as assigning some key organizational champions. Using input gained through various exercises with employees, the social vision, “Enhancing Lives” was eventually created, and the old core values were replaced with new ones: Integrity, Communication, Accountability, Respect, Collaboration, Professionalism.

The CEO knew that culture change couldn’t stop there, so with coaching from Civility Partners in the background, she worked with her departments to develop action items around these new values.

Ultimately a strategic plan was created so that the organization would stay on track for culture change.

And here’s what the CEO has to say about the impact of our work together:

We were “experiencing a very hostile and volatile work environment to the point that employees, good friends who had shared an office for over three years, were no longer able to work side by side. Behavior that would be seen on the playground with young teenagers was being replayed for some staff… Today, people are smiling and looking at one another.  Laughter is heard in the halls.  People are able to problem solve and reach a good resolution. It has taken over a year and IRC is becoming, once again, a good place to work.”

Would you like to have this kind of an impact on your organization? Well, you can! Learn more about the ins and outs of solving workplace bullying by attending my two-day intensive course on Dec 5 and 6. Click here to fill out an application.

I’m spilling the beans. I’m giving you everything you need to solve bullying without me.

Here’s what I plan to cover:

  • A review of what academic research has to say about bullying, empowering you to speak confidently about its impact on your organization.
  • The major myths about workplace bullying and the real truth
  • The social system of workplace bullying and how to ignite the only effective solution – culture change
  • My proven methodology for solving workplace bullying
  • My training program for all employees, and for managers and supervisors (we’ll go through it slide by slide so you can deliver it on your own)
  • My coaching program for organizational leaders as you guide them through culture change

Pretty cool, eh?

There’s only a few spots left, so claim your spot ASAP by filling out the application.

Whether you are an internal HR professional, external consultant, attorney, EAP, workplace violence expert, risk management expert, someone who just wants to know more… this is for you.

If you want to learn how to solve bullying, you are invited.

Catherine Mattice, MA, SPHR, SHRM-SCP
Civility Partners
Your partner in building a positive workplace so your employees can thrive
www.CivilityPartners.com

Dying for details? Workplace Bullying Master Class

By | Workplace bullying | No Comments

I’ve heard from a few people who checked out the application, but had some questions before deciding if they should fill it out. So I wanted to clear up any reservations you might be having.

My goal with this two-day course is to equip you to solve the problem of bullying and create a more positive workplace culture without me.

The two-day course will include some preliminary reading materials to get you started, so that when the course starts we can jump right in.

I will teach you everything I know about the social system of bullying, and how to ignite the only effective solution – culture change.

You will get my training materials and other assets so you can deliver training on your own.

Here’s what I plan to cover over a two-day course:

  • A review of what academic research has to say about bullying, empowering you to speak confidently about its impact on your organization
  • The major myths about workplace bullying and the real truth
  • The social system of workplace bullying and how to ignite the only effective solution – culture change
  • My proven methodology for solving workplace bullying
  • My training program for all employees, and for managers and supervisors (we’ll go through it slide by slide so you can deliver it on your own)
  • My coaching program for organizational leaders as you guide them through culture change

This is the first time I’m doing this, so the investment is only $2,197. If you bring a buddy, the price goes down to $1,897 per person. I would charge about $5,000 to do a 2-hour course at your site, so to learn how to do it on your own, and then some, over two days, for half the price, is quite a deal.

You’ll walk away with everything you need to end workplace bullying.

Claim your spot ASAP by filling out the application.

The course is on December 5 and 6, 2016 in downtown San Diego. Class is from 8:30-4:30 pm on both days.

Please contact me if you have any questions. I’m at 619-454-4489, or you can reply to this email.

Catherine Mattice, MA, SPHR, SHRM-SCP
Civility Partners
Your partner in building a positive workplace so your employees can thrive
www.CivilityPartners.com

Confusion is a good thing

By | Workplace bullying | No Comments

Organizational culture change can feel like a big undertaking. But, if you break it down into little steps, it becomes more doable. It’s something that happens over time, little by little, one step after the other.

Now, one required ingredient of culture change is confusion, or more specifically, cognitive dissonance.

Cognitive dissonance happens when your mind and your actions don’t match.

Here’s a simple example: Your mind says you value time (your own and others), but you arrive late to a team meeting. Then you experience cognitive dissonance.

Cognitive dissonance is very stressful for us and we’ll do just about anything to relieve it. That means we’ll either change our thoughts, or change our actions, so the two can align.

You’ll either convince your mind that your tardiness isn’t doing any harm or that it was absolutely necessary in that scenario, OR you might make a point to change your actions and be on time in the future. Either will solve the cognitive dissonance.

If there is bullying in your workplace, some might think it’s normal because they’ve been around bullying, or been engaging in bullying, for a while now. Their mind says it’s normal, so they engage in bullying or have convinced themselves it’s normal in order to align their mind and actions.

Others might think it’s not normal, and they are caught in the hell of cognitive dissonance every day at work. Their mind says bullying isn’t okay, yet they endure it day after day. Their mind and actions don’t match.

Start asking your employees to engage in positive action items and cognitive dissonance will work to your advantage. Those who bully will be forced to act in positive ways that go against their mindset, and they will have to shift their mindset to match their new positive behavior in order to relieve the cognitive dissonance.

If they don’t shift their mindset, then they will no longer thrive in your new and improved positive culture. One client I worked with had two “bullies” quit when they realized this culture change was for real.

Those who do not bully will of course welcome the positive change. Your initiative will relieve their cognitive dissonance and they will be forever grateful.

Learn more about the ins and outs of solving workplace bullying by attending my two-day intensive course. Click here to fill out an application.

The course will take place here in San Diego, CA, on December 5 and 6, 2016, from 8:30 to 4:30 each day.

Half of the seats are already gone, so claim your spot ASAP by filling out the application.

Anyone who wants to learn how to solve bullying can attend – internal HR professionals, external consultants, attorneys, EAP’s, workplace violence experts, risk management experts… anyone.

I’ll be teaching Jedi mind tricks (ok, no interplanetary tricks, just human skills) to get cognitive dissonance working for you, and other strategies that will literally transform your company culture. Hope you can join me.

Catherine Mattice, MA, SPHR, SHRM-SCP
Civility Partners
Your partner in building a positive workplace so your employees can thrive
www.CivilityPartners.com