Let’s face it. We’re in a different place than we were just a few months ago when it comes to both the substance and emotions surrounding the topic of sexual harassment. As in other situations, a new landscape requires a new strategy. In this case, it also requires a stronger sense of urgency to address the topic of harassment training head-on and in a meaningful, comprehensive fashion. Here are 4 important guidelines they may help your organization.
In the following video, Paul Meshanko explains that, when people are treated with disrespect at work, negative effects may be caused not only to their engagement and productivity, but also may become more prone to stress related physical and mental damages.
Paul Meshanko describes how, while tolerance is easy, avoidance takes effort. Avoidance stems from suspicions about those who are perceived as different. And while it takes energy to avoid others, it also causes distress to those who feel that they are being excluded.
The following video was taken from a presentation for MGM of The Respect Effect by Paul Meshanko. In it, he describes how disrespectful behavior among coworkers can cause harmful mental and physical effects as well as reduced engagement, productivity and resilience.
As the focus on breaking the glass ceiling and getting more women into middle and senior level leadership roles intensifies, it’s important to realize that this is not some “kumbaya” initiative. It’s a matter of making smarter business decisions and ultimately (at least in the private sector) making more money.
Sometimes, reminders of what’s really important in life present themselves when we’re not expecting them. Whatever the trigger, when our normal patterns of hamster-like busyness are interrupted, we become (even if for only a short while) a bit more present; more focused on observing instead of doing. And when we’re more present, we are more likely to see age-old truths that have defined the human experience since our earliest days.
All across the country on Thanksgiving Day, many families will be around the table waiting to dig into a feast of traditional foods handed down through the generations. It is also a time to either verbally or silently reflect on the good things in our lives.
As we begin to move on after the most bruising political campaign recent memory, it is a good time for a hard look at how our democratic process turned so ugly and disenfranchising to so many Americans. How did we get to a place where the polarization and acid-like negativity actually became news in its own right? As someone who studies human and workplace behavior and focuses on how to drive organizational change, it is interesting to note that this political season has been fueled, in part, by a number of phenomena that I see regularly in the workplace—every workplace, not just in the halls of Congress or in campaign headquarters.
In the wake of increasing incidents involving police shootings of unarmed African American males, it seems logical that police forces across the country would benefit from training that addresses the impact of implicit bias amongst officers. But will that make a difference? Skeptics of implicit bias training raise valid concerns about its effectiveness, especially for police officers who are often placed in high-pressure situations in which they may be more likely than other professions to need to rely on quick judgments. The question discussed in the following article is whether or not training can be effective in helping to reduce or eliminate the negative effects that implicit biases can result in.