Learn why ignoring other bad behaviors, such as incivility and bullying, shows employees that bad behavior is okay, thus minimizing the chance they will report harassment internally and increasing the chance they will turn to social media or attorney.
- As an expert in workplace bullying,…I get calls all the time from HR professionals…who tell me they've had a bully amongst them for years…but this person finally did something…that crossed the line, so now they're seeking coaching.…For example, Frank's been having angry outbursts for years…and someone finally had the guts…to file a hostile work environment complaint with HR.…Frank is an equal opportunity yeller, though,…so the investigation finds no illegal behavior.…In other words, legally, it's only a hostile…work environment or harassment if Frank's yelling…only at one group of people, only women,…only people over 40, only Asians.…
If he's just a yeller in general, then legally,…it is not harassment and not a hostile work environment.…Legal or not, though, Frank's behavior feels hostile…to everyone around, so HR decides to get a coach, me,…to help Frank get control.…Now, these HR people who call me are the same HR people…who are charged with harassment prevention duties.…They are the same people who hire a trainer…
- Explain why you should always think of sexual harassment in terms of power.
- Recognize how to justify discipline without abusing the rights of the person you are disciplining.
- Recall how to address the values of your workplace culture without challenging or creating negativity.
- Identify the benefits of paying attention to the body language of coworkers.
- Name the default position companies should take on managers dating subordinates.