In this video, you are led through a conversation about the ADDIE model to understand why training so far hasn't worked. Learn what should be covered in training for managers, supervisors, and employees company-wide.
- 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 employer's 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. …
- 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.