Learn about the ADDIE model and understand why training so far hasn't worked. Learn what should be covered in training for managers, supers, and company-wide (hint: more than the legal "stuff"), and how to do bystander training.
- It's quite possible your organization is already…offering harassment prevention training.…But don't skip to the next video just yet.…Let's talk about ways to make your training even better.…I suspect that if you're already offering…harassment prevention training,…it focuses on definitions according to the law…and the employers responsibility for resolution.…It may also encourage bystanders to speak up…and provide tips for managers…to effectively take a complaint.…But I challenge you to ask yourself,…is this information really preventing harassment?…Honestly, preventing harassment means teaching…some other stuff too,…like communication and empathy,…and asking people to become aware of stereotypes.…
Those skills will help prevent harassment.…What good is defining harassment if people…aren't comfortable speaking up when it happens?…So in the interest of helping you design a part two training…to the one you're already offering,…let's use a popular model in the training world.…It's called ADDIE.…The A is for analysis,…
- 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.