Paul Meshanko recently presented at SHRM 2019 in Las Vegas Learn "Six Great Mind Hacks for Helping Your Organization Navigate Change" about strategies to lessen the negative effect of unconscious biases, both cognitive and implicit, on decision-making and interactions with professional peers. Afterwards, he was interviewed and discussed the following topics
As many of you have heard by now, I have taken on a new role at Legacy Business Cultures. I am now the CEO and majority owner. It’s scary and exciting at the same time. It’s scary because my husband, best friend and partner has built an incredibly successful business and I don’t want to mess it up. It’s also scary because he trusts me with one of the most important things in his life – company that he built from scratch – and I don’t want to let him down with this…or in life period.
Like most other companies, Legacy Business Cultures has to occasionally update its own business course and practices. Earlier this summer, we made a significant change and transitioned to a majority female-owned, small business.
Paul Meshanko, CEO of Legacy Business Cultures, is returning to this year’s ATD 2019: International Conference and Exposition to present The Respect Effect: Reaching Beyond Tolerance to Build an Inclusive Workplace.
The HR West Conference announced that Paul Meshanko, Author, Speaker and President/Owner of Legacy Business Cultures will be speaking in March 2019 on the topic of “Blindsided: Managing Cognitive and Implicit Biases.”
For almost 20 years, Legacy Business Cultures has proudly sent our “Coffee and Keynote” inspirational quotes every weekday morning to thousands of online subscribers. Last year alone, we sent out over 2 million individual messages sharing wisdom of the ages on leadership, teamwork, personal effectiveness and respect to readers around the world. So I have to admit that I was caught completely off guard on morning when one of our subscribers sent us a rather pointed email message stating that she was very upset with the quotations and was considering unsubscribing from the service.
Legacy Business Cultures (LBC), a global provider of leadership and staff training, organizational surveys and e-learning is pleased to announce its newest program, Safe Spaces: Recognizing and Preventing Harassment in the Workplace.
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.
As women (and in some cases men), the majority of us have been there — the unwanted sexual advances, texts, calls, touches, and jokes in the workplace. I have listed my do's and don’ts for men and women in the workplace. I've added a bit of humor to help the advice go down a little easier. In my opinion, “What would my Southern Mama think?” is the best tool to combat sexual harassment in the workplace!
A Code of Cooperation is a document created by people who work together to encourage an emotionally healthy work environment. It accomplishes this by formally establishing common behavioral expectations that can be supported by all. Codes of Cooperation may articulate both behaviors which a group wishes to encourage as well as those to be avoided. They should be created with input from all group members and are most effective when embraced and supported by everyone.
Unconscious bias is a part of our evolutionary nature. However, it can have many negative effects when it leads to exclusionary behavior within organizations. The following article discusses why biases occur and reveals how we can break through them in order to promote and receive the benefits of more inclusive workplace cultures.
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.