7 Sure Signs That Your Workplace Is Toxic July 13, 2017 by Sonia Johnson By Marcel Schwantes Principal and founder, Leadership From the Core Culled From Inc.com Do you work in a toxic workplace? I’ll share what that looks like in a minute. But if you do, there comes a time when we all need to evaluate our work environment and the people we work with to determine if it’s hurting our career path or, much worse, our health and well-being. If you decide to take the higher road and stick around, safeguarding against a toxic workplace falls squarely on the shoulders of every employee. Whatever your level or function, everyone needs to be watching out for one another by weeding out the few bad apples that may be taking morale down. In his book, Eye of the Storm: How Mindful Leaders Can Transform Chaotic Workplaces, executive coach Ray Williams describes the characteristics of toxic workplaces, and the part that dysfunctional leaders play in creating them. As he writes in Psychology Today, toxic workplaces will manifest in the following seven ways: 1. All sticks and no carrots Management focuses solely on what employees are doing wrong or correcting problems, and rarely give positive feedback for what is going right. Or mostly carrots for the best performers, sticks for the rest. 2. The creeping bureaucracy There are too many levels of approval and management to get things done and a singular focus on micromanaging employees. 3. The gigantic bottom line Profits, beating the competition, and cost cutting are solely focused on without consideration of other bottom lines. 4. Bullies rule the roost Management bullies employees, or tolerates bullying when it occurs among employees. 5. Loss of the human touch People are considered to be objects or expenses rather than assets, and there is little concern for their happiness or well-being. There’s also little evidence of leaders’ compassion and empathy for employees. As a result, you’ll encounter high levels of stress, turnover, absenteeism, and burnout. 6. Internal competition Employees must compete internally, which is enforced by a performance assessment system that focuses on individual performance rather than team performance. 7. Little or no concern for work-life balance People’s personal or family lives must be sacrificed for the job; overwork or workaholism is commonly evidenced by 50-hour-plus workweeks, little or no vacation time, and 24/7 availability for work communication. There is little or no commitment to making contributions to the community, worthy causes, or making the world a better place. How do you stop it? A good starting point is to make sure that all employees are keeping a finger on the pulse of the organization to make sure people are being cared for to do their best work, and that fear is being pumped out of the workplace regularly. When toxic behaviors persist, here are some strategies to consider: Conduct a culture or employee engagement survey that reflects on the work environment and management’s performance or leadership. If they’re the problem, HR needs to step in and play a role in assessing organizational health. Have HR and well-meaning managers conduct stay interviews to keep good people from leaving. To weed out toxic employees, include behaviors like “respect,” “teamwork,” and “encouragement” in your performance planning and then measure them. Invest in coaching for managers and staff. When dealing with a toxic co-worker who is apt to turn a discussion into a he-said, she-said mud-sling, bring in a third party to document meetings to protect yourself from drama. Every employee needs to learn the value of setting boundaries. Define what is acceptable behavior and what isn’t–then communicate assertively with appropriate boundaries. Expose the problem by promoting a healthy culture and living out shared values to squeeze out unwanted things like gossip, bullying, sabotage, disrespect, and insubordination. The larger the group campaigning against toxic behaviors, the better they’ll be rooted out.
Stop Being Afraid, It Is Not Your Only Option May 24, 2017 by Sonia Johnson You are probably totally disengaged from your job, if you do not recognize the concern and undercurrent fear or concern of certain folks in the workplace. Human Resources Departments that have not conducted a culture and health check survey of employees in the light of new Legislation and the Social Media rumor mill, are close to committing professional malpractice in terms of their expected obligations to their employers and employees. Collection and review of cultural, performance and other related analytics, in times of internal and external change remains a mandatory practice, for effective Human Resources and Organizational Business success. The news media is replete with the usual sensationalism and hysteria. However, the underlying mood in many organizations has changed. And although the change is not immediately evident to some; the use of surveys and other methods of evidence analysis and related statistical review, will enable your organization to effectively prevent the permanent injection of this damage into the foundation of your workplace. A colleague with whom I have a great working relationship, a woman, recently wanted to know how I had made my way out of my family generational financial difficulties?? In addition, she also asked me about a litany of stereotypical assumptions, rife in some repeated sensational news cycles, about minorities of color. She assumed they applied in general, and specifically to me. She told me she thought that the wretched background sprinkled with a few successes, was the truth about most minority groups. We both laughed about it, after we discussed her untested assumptions and researched various verified statistical data, and robust evidence on the issue. She is a very kind and well-meaning colleague, but did not recognize how some repeated falsehoods from media outlets, and other untested generalizations, had crept into her implicit thought process. As we talked, I told her that both my parents are Lawyers. My grandparents were educated and very financially stable. Even further back than my grandparents, my family possesses a record of consistent and muscular education, hard work and documented financial success. My friends and I, many people of color, and large swaths of other minorities have such backgrounds. Interestingly, the lady who asked this question, with whose permission I am sharing her remark, is the first and only person to have graduated college in her family, to date. She was the one who needed accolades for struggling out of generational poverty. I celebrated her grit and determination for making her way out of rural and damaging poverty. She was appreciative of the recognition I gave her for her success. Based on our open and honest discussion, we continue to have a great and even closer working relationship. I am grateful that she permitted me to share our exchange on this topic, in this article. Thank you, L., I am sharing this experience to encourage employees to stop being hyper-vigilant and hypersensitive about the misconceptions of well-meaning people. The workplace is a microcosm of the real world. If someone has a misconception about you, don’t judge them, just correct it. Do not immediately label such a person as unthinking or ignorant, or run away in fear because you feel they are out to “get” you. If you do so, you are just as culpable in the whole implicit bias bonanza, and are a part of the problem. Instead, have an open dialogue about such matters. Consider each human as a person not as a group statistic. On another note– if you encounter malevolent and cowards and bullies, who attack you based on whatever distinguishing characteristics they perceive you possess, do NOT engage them. Their remarks are an index of their own inadequacies, as any seasoned Clinical Psychologist, and extensive research on the issue would affirm. On Social Media or elsewhere, use your energy to spread a positive and uplifting message about EVERYONE. Ignore the bullies, and refuse to be a target of the lack of self-worth, which many of them do not know they possess. It is worth noting, that we have seen a documented spike in the number of complaints received by many organizations, about harassment of Muslims at work. It is the job of organizations to be vigilant and ensure such behaviors are not tolerated. Most dynamic companies have notified their employees that anti-Muslim rhetoric and discriminatory behavior will not be tolerated. All organizations should do the same. It is not a remotely financially beneficial practice to discriminate against anyone based on religion (or anything else). Such anti-religion discrimination reminders, also limit the probability of legal action on religious and other discrimination against any organization. It is also a helpful reminder to all employees, that as humans we should do the right thing to others, always. Make your fear constructive, and use it to propel yourself forward in your life. Please buy and read these books that I frequently recommend for self growth and professional success: “Fear” by J. Ibeh Agbanyim and “The Happiness Advantage” by Shawn Achor. The information in these two books will help most people develop a better sense of self, and provide guidance and sustained confidence on how to navigate their lives positively, both personally and professionally. Do your part, and get additional knowledge on how to thrive. Eleanor Roosevelt stated: “You have to accept whatever comes and the only important thing is that you meet it with courage and with the best that you have to give.” Live happy!
Who Are You, Where Are You Coming From, And Where Are You Going? January 29, 2017 by Sonia Johnson Every New Year people come up with New Year Resolutions. One of the greatest reasons people fail in following up on these resolutions, is because their resolutions are based on external motivations with NO in-depth knowledge of themselves. Most times, they do not create plans based on any real and tested desires. Instead, such resolutions are based on societal “expectations” of physical appearance, erroneous beliefs of the “drudgery of work” and general lack of robust knowledge about self and change. One lady told me recently that she was going to lose weight and get a new job as her two New Year Resolutions. However, in probing further, I found out that she had no strong or in-depth reasons for desiring these changes, and had no long term plans or methods of reaching her goals. She just did not like her weight or her job. Despite the fact that weight loss attached to appearance goals consistently fail, and leaving jobs without assessing your skills and abilities also fail, she repeatedly asserted that she would succeed. She could succeed, but her chances are very slim for any long term success. I did share with her the following ways to change one’s life to have meaning, purpose and joy: 1. Read BOOKS often. Read Good books on success, achieving professional improvement and self development etc. I always suggest a minimum of two books per month. The reason is simple. People, who write good books, spend time in providing information, guidelines and examples for success in your life or profession, in these books. The information in good books is mostly based on research and experience. Therefore, they enable you use such tested information to effect changes or improvements in your own life. Remember, year after year, you remain the SAME for the most part, except for the books you read (and a few other parameters). Nothing replaces learning for anyone who wants to be a success personally and professionally. Read good Books! 2. Assess the company that you keep. If you surround yourself with happy focused people at work, and away from work, you will probably have the same attitude as they do. Do not associate with toxic people whether they are overtly or covertly toxic, flee from them. I frequently assess my friendships and decide if they are working for me. Friends can bolster the quality of your life or decrease it. If any friendship, or relationship, does not provide mutually beneficial FOCUS and satisfaction to you both, it will not propel you forward to a life of meaning and joy. Assess it, and determine if it is worth retaining such relationships. 3. You cannot have lasting success at work, have good relationships, pursue your dreams, or live joyfully, if you do not know who you are. Trite as this may sound, it is critical to know yourself even as you improve your life— for you to have success and live a good life. Where do you start, if your perceived strengths and weaknesses are based on your upbringing, or rooted in the mindless societal screams spread by technology without basis in truth or fact? The quest for self knowledge is a consistent and constant one, and it is linked to a peaceful but determined commitment to examine your thoughts, knowledge and desires. Only people who know who they are can effectively determine where they will go and be successful. Your goals are strategically designed by you, based on your knowledge of you. So know yourself. Who are you? More than ever, we live in a society that is mob and conformity driven. This is because of the social media obsession with minutiae, lack of study and analysis of matters by many folks, a sensationalist media with little robust evidence based direction, and personal life styles which create little room for pursuing lasting purpose and meaning. In the midst of a society that sometimes is “zombie like” in behaviors, be brave, dare to be courageous in your quest for living a life of meaning, and affect others positively in the process. It is great to be different if you doing what you know is best for you. You will make mistakes, and have challenges, BUT your knowledge of you will give you the strength to regroup and move forward. It is okay to be visible, it is okay to think differently and it is okay to be analytical and focused. Quite simply, it is NECESSARY to be comfortable with positive behaviors, and meaningful use of your skills, that are uniquely you so that you can set achievable and meaningful goals for your life. Making a difference in the world starts with you. Let me end with this reminder. Everyday will run its course whether you decide to enjoy it or not. At the same time, your life is concomitantly running its course for the TERMINAL end, which all humans share. Is it not worth taking steps to know yourself, set professional and personal goals, and pursue the best life you can live? Can you not reject the mob cries and walk your own path? Is it not time to start reading good books regularly to craft a path for your life? Is the time not now? What are you waiting for? “The type of life you live daily, your daily happiness, sadness, and the quality of life you enjoy, are all defined by the choices you make in your thoughts and actions– every hour, every day.” Quote by Sonia Johnson Esquire—2010 (Law and Psychology Seminar—Sandra Day O’Connor College of Law, Arizona State University) Best wishes to you!
Political Fear Mongering At Work– Do Not Do It. Do Not Be Afraid Of It Either November 22, 2016 by Sonia Johnson A while back, I wrote an article about the irrationality of limiting political and religious discourse at work. The general reason for this workplace restriction on political and religious speech, I found during my research on the subject, is based on a largely held and irrational belief, that such topics made people lose impulse control. In addition, through research I discovered that historically, this limit on political and religious speech especially, evolved as a method to control those considered the “uncivil” and “common” folk among us, from becoming uncontrollable and wild, during political, religious, labor conditions and other such discussions. Such persons were considered by the wealthy elite at that time, to be too too uncouth and unpolished, to hold civil discussions on issues they, the working class, considered sensitive. Since that time, the notion that people of a lower economic status, education or other level of “refinement” were incapable of having civil discussions on certain subjects has been debunked. Everyone is capable of impulse control and civility unless they have a mental health or or other behavioral problem. Yet, just as the case with certain beliefs held with no basis in logic or rationale, some organizations continue to restrict free and civil political and religious speech, at work and elsewhere. The culture of TOLERATING crass conduct regarding political and religious behavior, WRONGLY encourages people to believe that it is impossible for them to discuss politics or religion, civilly and respectfully. Many are also deluded into believing that having a different political view from someone else means they are different in every other way. Again, these erroneous beliefs are based on conjecture, and have been proven to be false by easily obtainable and available research, over a 20-year period. There is more to every human than politics and religion, just as we are more than our jobs, looks and hobbies. All should view other humans as a part of themselves, as we are entwined in our common humanity, and our inevitable journey of birth and inevitable death. Note: Organizations that provided forums for employees to civilly share their concerns during these elections, continue to have an easier time in maintaining a less fearful, and more transparent and engaged employees.Their cultures also remain strong with no undercurrent of distrust. Based on our research and feedback from employees and organizations– it appears there is an atmosphere of fear that is being bred and encouraged by the grapevine in some workplaces. In several instances, it is openly expressed invective, and is aimed at specific folks by unsavory and undesirable elements at the workplace. We encourage strong disciplinary measures should be taken against any sort of hate based language, invective or acts used or threatened against anybody or group in the workplace. If any organization does not take steps to protect its employees against threats and abuse, they leave themselves vulnerable to agency investigation, litigation or more. As for anyone who has chosen fear, as opposed to strength at this time– We call on you to make your concerns constructive, not fearful. Turn your fear into strength and belief in all that is the best IN you! It is the most cowardly and the weakest among us who use threats, invective and nonintellectual conduct in an effort to intimidate others. People who act in discriminatory and callous ways against others, are the cowardly and fearful ones. It is a waste of your time, and everyone’s time to continue to focus on the ramblings or acts of such individuals. If you feel threatened, take immediate action to protect yourself. Otherwise, living in fear of some errant individuals categorization of you, in his or her limited/stilted world view, is not a useful expenditure of emotional energy. Dismiss such limiting persons and their vile chatter from you, and eradicate their dialogue from your mind. Living in fear of anyone or anything is a waste of your life and time, do not do it. Take steps to stop your fear at work, and away from work. No one can determine how you live and feel about yourself but you. Make NO room for fear in your life. Your life is what you make of it. It is wrong to allow anyone define your life and how you choose to live it. The choice to take control of your life is yours, always. Read this book on Fear… click HERE— the book is a useful read on managing and converting fear into a constructive emotion. A life of fear is a life of mediocrity, loss of choice/control and cowardice. Stop anyone or anything from injecting fear into your life. Don’t be limited or shaken by the fears of others expressed in their guile against others, or against you. Live fully, proudly and contentedly at all that you are, as you continue to pursue your goals without pause. This is your life, and you only have one go at it– live on your terms. Remember that YOU are enough. Go forth with strength. I wish you well.
After The Elections- How To Boost Cohesiveness At Work November 15, 2016 by Sonia Johnson It appears this election has been one of the most exhausting in our history. Many Presidential Historians and Unaffiliated Political Analysts, have also declared that our election results were extremely unique, because of the massive focus on class based, racial and regional voting divides. In addition, according to most unaffiliated researchers, based on existing data, there is a massive difference in the electorates beliefs and perception about the President elect, Donald Trump. The other candidate, Hillary Clinton, had she been elected, it appears from data and research, would have engendered the same massive differences in beliefs and perceptions. It appears that emotions after the elections are extreme, and swing in either direction–joy or fury. I enjoin everyone to maintain an open mind, and eagerly expect GOOD outcomes over time, as opposed to embracing extreme fear or unwarranted anger. Many employees sincerely believe that we have elected a president who finally represents the older and greater version of America, with its strong values and familiar societal structure. Other employees believe that his election represents a return to Jim Crow hate, and an embrace of modern methods of “lynching” minority groups by discrimination and other violations. These are ALL perceptions at this time. Yes, a lot of negative things were posited during the elections, but nothing as happened at this time to engender a emotional hysteria of any sort. Instead have an attitude of positive expectation. That is the better approach to all change. It is unwise to allow your life to be driven by untested assumptions– regarding events which have not occurred. According to reporting during the elections, both candidates were both hugely imperfect in historic proportions. Therefore, based on statistics, data and reporting collected during the elections, it appears that we would have elected a very polarizing figure, no matter who was selected. However, ours is a strong democracy, and the candidate chosen by the majority wins. Great Nationalist Leader or a polarizing president elect, no matter your analysis or belief, the fundamental goal is to prevent any election based polarization, from fracturing our workplaces. Political polarization at work, generally creates an unhealthy culture of fear and suspicion— which often results in long term conflict, and measurably reduced productivity. Here are some guidelines for boosting organizational and employee growth, healing and collaboration. To foster a spirit of peace and teamwork, the outcome of the elections/change should be addressed in a practical and effective manner: Train managers on how to discuss the outcomes of the election with employees. Their job is to explain that the election is part of a democracy, and that is the American way. Despite the conspiracy theories of Russian manipulation of election results making its rounds in many offices, there is no valid proof of it! Someone had to win at every level, and someone did. Acknowledge the feelings of fear and concern of minorities— especially fears by members of certain religious groups, people from other countries, temporary immigrant workers, women and people of color. The assurance to these employees from religious and minority groups should be predicated on our Constitution and Organizational Fairness/Justice— as embodied in organizational policies and the Law. Employees should also be reminded that America has a justice system, in which people can seek redress in event of injustice at work, or away from work. Mandate training on implicit and explicit bias as soon as possible, and continue it on a regular and scheduled basis. Based on the data obtained from such implicit and explicit bias training, continue providing tools to executives and all employees, to enable them recognize their biases and overcome them. PS: We ALL have Implicit Biases, not because we are bad people, but because we are human. Do not dissuade people from exercising their Constitutional rights to stage protests AWAY from work. Yes, we recognize the right to protest against whatever injustice an employee perceives has occurred in the election, however, this cannot be staged, at work. Be active and proactive in eradicating fear, despair and conflict. Focus on team building, kindness projects and other activities to enhance cohesiveness and trust. Strongly encourage an awareness among your supervisors, about the possibility of a general perception by employees of of the work environment as biased, corrupt and non-inclusive. Monitor religious freedoms at work. This is one of the most polarizing issues of this election, and it cannot be ignored—because it could have measurable consequences on employee productivity, organizational profits, and teamwork. In the past day, we have been contacted about a few instances where Documented Indian employees have been deliberately and wrongly been informed by supervisors, that they should await deportation. Such threats are wrong, and actionable, and employees who make such threats should be disciplined. The workplace should not be one of fear, otherwise it has a domino effect on other employees, and work processes. Our humanity does not cease when we are at work. Successful and Progressive Human Resources Professionals, recognize that high performing teams view employees as humans first. The jubilation, wounds and fears from this long and exhausting election, must be addressed with employees for a healing process at work. Otherwise, over time, unaddressed tension will create toxicity in the organizational culture, and could reduce productivity and collaboration at work. Despite the sometimes extreme rhetoric about certain groups during this election, let us remember they were made during a political environment, in an election campaign. Remind employees that the Law, Regulations and Organizational Policies regarding equal treatment, are Constitutionally guaranteed. Based on historical antecedents, political rhetoric, no matter how strange, do not always translate into adverse action against particular groups in our society. We are a nation of Laws. The most efficient way to work and live, is to face the future with hope, optimism and excitement. Do not feed on fear, hate and hysteria, it is damaging to do so. Do not make negative assumptions about your fellow employees, no matter what candidates or ballot initiatives they supported. Instead, rise above the negative chatter, and be positive and collaborative at work. Whether you decide to be positive during times of change, is a CHOICE, your choice. For your success and joy at work and away from work, we encourage you not to focus on uncertainty. Change brings some uncertainty, it is always does. This is no different. Instead of worry, gloating or fear, expect the BEST of this change. Be buoyed by your hope, and uplifted by your unwavering ability to create success for yourself and others. Drive the events in your life positively, daily. Be unstoppable. Be hopeful, Be strong, Be HUMANE. I wish you well.
How To Thrive In A Toxic Work Environment October 24, 2016 by Sonia Johnson One of the things that I do in the course of my work is to restructure Human Resources departments, upgrade the performance of Employee Relations and Compliance professionals, Resolve Conflicts, review and use HR analytics, and do all that is required to make these (and related) departments provide measurable financial returns and growth for the organization and employees. In the course of my job, I am sometimes hired in to work with very toxic executives, and/or within incredibly toxic environments. I thrive on the challenge of making these organizations become healthy and profitable for all, so it is a great fit for me. Within the toxic organizations, some employees, despite the chaos and unhealthy culture, thrive and remain happy and optimistic. Conversely, some employees fall apart in such environments. In some instances they fall ill, get depressed and are perennially sad. It is important to note that over time, toxic environments, for the most part, have a very negative effect on most employees, and affect the organization as a whole, negatively. Over the past 15-years, we have documented many of the methods used by individuals that continue to thrive despite the utter toxicity in their workplace. We have listed three successful guidelines for thriving in a toxic environment: 1. Create an Exit Plan first. Keep learning new courses, participating in different projects, and staying current and engaged in your profession. Continue to bolster your resume, and stay active in professional organizations within your field. In addition, stay connected virtually and in person with individuals within your area of expertise as you continue to work on your exit plan. Your exit plan is needed for your psychological health. The knowledge that you created, and continue to create strategies and viable options to enable you leave the toxic environment reduces your anxiety, and provides you with confidence even as you work within such toxicity. 2. Whether you are an executive or not, you can be a part of the solution. Being a part of the solution will enable you feel less helpless and more in control. Create your safe zone in which you can craft your work to the best extent that you can, in a manner that works for you. Seek out interesting projects to work on, and take care of your physical and mental health. Avoid the naysayers and those that constantly remind you of the “horror” you are enduring. If the conversations about a toxic manager or your toxic environment are not solution based, do not participate in it. You are doing yourself no favors being a part of such discussions, as they create a greater feeling of desperation and helplessness. Discuss solutions and not the problem. 3. Determine if you are a part of the problem, and if your are, change your attitude. I once worked with a very senior executive, a Chief Operations Officer, who spent a lot of her time sharing intimate information about her supervisors and subordinates with us. She was very saddened, at least according to her, that the organization was full of disengaged staff, and was failing financially. Yet she was a major contributor to the continued chaos and instability within the company. She worked with us on some projects and discussed employees lives with disregard, shared damaging, defamatory and destructive information, and all the time when cautioned, insisted that she was just giving us a “heads up”– she was not. This very senior executive promoted and encouraged an environment of gossiping and infighting within her rank and below. The executive team was a mirror of her conduct; gossiping, maligning and undervaluing employees was an integral part of their mode of operation. They were destroying the very employees they sought to engage. Once we identified this executive was the primary driver of this toxic and odoriferous culture, we set about changing her conduct, and that of the other senior executives. The good news is that with coaching and training, today, she has limited her gossiping, and the culture of virulent backbiting, gossiping and disengagement has been largely limited, as the organization continues to try to build its trust among its employees. There are many other ways of surviving in a toxic environment. However, the most critical of these methods lie within YOU. You must daily resolve not to become a part of that culture. Once you recognize that you have been hired within a toxic and damaging organization, accelerate all your self awareness and self efficacy abilities. You have to be true to yourself, and preserve your mind so it does not become sullied by the stench and ravages of corporate dysfunction. Do not subject yourself to more than two years of working within such environments, if nothing changes for the better. After two years, we have found that employees begin to accept this very low quality of their work life as their new normal, and many become despondent, or full of loathing for their jobs. You deserve a good and happy work life. Over the years, I have lost count of people whose health and lives improved “magically” once they left the toxic environments and started work in more functional environments. Your life and time should be spent in an environment in which you are valued, and with people with whom you share similar professional goals. A functional environment should be paramount on your mind when interviewing for a job. You deserve the best life you can possibly get for you. Don’t waste too much of your life fighting toxicity. If things change, be a part of it. If things don’t change despite your efforts, and you have tried your best, be courageous, make plans and leave. You can live a happy life. Do it. I wish you well. *No Permission to reproduce in full or part granted without the Approval of Author
Gagging Political and Religious Discussions At Work. Why?? September 20, 2016 by Sonia Johnson Religious and political discussions are a part of cognitive diversity. There is no sturdy evidence or body of work that supports the perplexing belief that religion and politics are emotional topics, that provide employees permission to act savagely and without respect for other people’s ideas.Cognitive, emotional and other forms of diversity, have been repeatedly shown to improve workplace financial profits, growth and creativity. It is therefore unproductive and damaging at work to gag political and religious discussion, under the unsupported and tolerated premise that it is emotional, and could result in “riotous” banter. Cognitive diversity and diversity in general, typically increase corporate profit and employee engagement. Twenty First century organizations interested in obtaining tangible financial profit from diversity and inclusion, must invest in promoting healthy diversity initiatives. Restricting opportunity for expression of cognitive diversity by limiting proper expression of diverse ideas, leads to tension, untested assumptions by employees of one another, and stymies creativity and productivity. This is hardly surprising as tense or hostile workplaces have low producing employees. Recruiters that make adverse hiring decisions based on polite political discussions (or reject applicants based on vocalized party affiliation, or vigorous religious disagreements as expressed on LinkedIn or other social media) are suppressing employee/applicant freedom in sharing ideas, and could be exposing themselves and their employers to loss of creativity, employee attrition and even discrimination claims. It is important to note that a hiring manager can reject a job applicant who is a bloviating and disruptive online boor. If such an applicant’s lack of control is evidenced in political/religious outbursts, name calling and general brutish communication— there is ample justification and legal protection for rejecting such a job applicant. There is a bright orange line that differentiates barbaric hysteria, from polite and civil intellectual disagreement, and courteous discussion of religious and/or political issues. To enable your organization promote cognitive, emotional and other diversity— and inclusivity, healthy expression of ideas— and to avoid abridging employee rights to Free Expression without good reason, the following best practices are beneficial: Do not provide any cover for employees who use invective, abuse and other animal like conduct in political and religious discussions. These unwarranted outbursts affect the sharing of ideas in a healthy manner, and could quell a healthy debate of ideas in a creative environment. Consistently train all employees on the benefits of inclusivity and diversity. Remember not to use outdated training material which do not fully cover the girth of 21st century diversity. Diversity training should always include the consequences of acting against employees who express their religious or political beliefs in a civil manner. Conduct regular tests on implicit and explicit bias for all employees, with more frequency for hiring managers and recruiters. Implicit and Explicit bias tests are necessary safeguards for sustaining the benefits of cognitive, gender, racial and other forms of inclusivity within organizations. Guidelines should be provided to all employees on how to manage and overcome biases. Learn more about implicit bias by clicking HERE. Employees who show minimal impulse control when issues or religion and/or politics are discussed should be supported with employee relations coaching and other 21st century tools. Such employees that lack impulse control could have larger emotional or other related problems, problems that are less obvious, but still damaging and could be harming your organization and other employees. Diversity and inclusivity according to extensive, muscular and continued research, increase workplace engagement and profits. Political and Religious differences are components of cognitive,emotional and broad diversity and inclusivity, and should be encouraged and effectively managed. Meaningful discussions of political and religious issues, advance part of a needed cognitive and intellectual exchange which enhance a healthy and knowledge based, successful workplace. Despite the much touted divisions and hysteria fanned by the media, politicians and religious extremists— understanding differences in opinions, culture and behaviors enrich our minds, encourage creativity and enhance a healthy work environment. Politics and religion are part of a cognitive exchange of ideas in the new global workplace—a workplace in which knowledge and creativity of employees, provide needed competitive advantages and bolster organizational financial profit. “It is the mark of an educated mind to be able to entertain a thought without accepting it”— Aristotle I wish you well. ****The Society For Employee Relations (SFER), a successful non-profit organization, offers a free course to members and non-members on conducting Respectful discourse at work. The free course includes how to conduct successful political and religious discussions to promote cognitive diversity. For more information contact us at info@societyforemployeerelations.com
Ladies, Timidity At Work Could Damage Your Career Growth August 18, 2016 by Sonia Johnson A while back, I facilitated a series of meetings as a guest speaker. During the meetings with these senior executives, I noticed that many of the high level female executives of this well known company said NOTHING during the meetings. Meanwhile, their male counterparts engaged in vigorous and exciting discussions, and created stimulating debates on critical issues. During one of the breaks, I spoke to one of the female executives about the deafening silence of ALL the female executives in that meeting. Her response was that the male executives were too loud and combative and would not allow them to get in a word. That remark was very surprising to me. I was co-facilitating most of the meetings, and the male executives were neither loud, nor were they remotely combative. However, to encourage the participation of the female executives, I starting calling on them directly to contribute to the discourse. Their responses remained limited and brief even though I knew two of the women were Recognized and Erudite Subject Matter Experts on the issues! They were leaders that chose to be quiet instead of sharing their high level of confidence and exemplary leadership qualities with the group. It is worth noting that in a 2014 study on “Gender and perceptions of leadership effectiveness” by the American Psychological Association (APA), female professionals were frequently rated as more effective leaders than their male counterparts. (Click HERE for more information on the study). I do agree that some female leaders and other female professionals contribute powerfully in meetings, express themselves brilliantly and remain profoundly engaged during these discussions or other important corporate gatherings. But, vocal, engaged and high participation among women in meetings is not not the norm. Studies continue to show that women are silent in meetings, for the most part. However, the GREAT news is that we can ALL be heard in meetings if we choose to be heard. You can be heard despite the interruptions, by just refusing to be quiet until you articulate your point clearly and factually. Speaking up in meetings for women can be enhanced if they shun their fears, and recognize that silence in such gatherings, and failure to contribute to discussions can create fatal ramifications to their career aspirations. Silence in meetings creates a perception of a disengaged, timid and ill prepared professional. In extreme cases, such negative perceptions about the “non verbal” professionals have cost them their careers. In an extensive and well researched article by Mary Davis Holt, which included the issue of silence of female professionals in meetings, she determined that: “…women allow themselves to be interrupted, apologize repeatedly, and fail to back up opinions with evidence.” There are different reasons ascribed as the rationale for this behavior by female professionals, but none, thus far have answered the question comprehensively with sturdy statistical evidence of significant improvement. I hope this article spurs the reader to be more assertive in meetings, complete their full remarks or comments and reject interruptions in the same manner as their ambitious male contemporaries typically do. Timidity or Aggression can destroy a Professional woman’s career. Here are some suggestions below on how you can make an impact in meetings– while using concise and muscular statements to express your ideas and share your knowledge. Prepare thoroughly for your meetings. Get facts and evidence to support your statements. In addition, ALWAYS speak with confidence using strong and potent statements. If the meeting has loud contributors that drown out other voices, raise your voice a decibel or two higher without screaming, and make your point no matter how many times you get interrupted. Consistently complete your remarks at all meetings. It is normal to be challenged in meetings in many environments. It is for the most part a good thing to have vigorous respectful debate on issues, and examine different ideas. Challenges are exciting if you embrace the learning opportunities they present. Do not become a silent wallflower in meetings because you have made a mistake in your remarks or work, or injected an unsuitable or irrelevant comment etc. in the discussion. Address the mistake if required, and continue to be vocal and engaged in the meeting. If anyone wants to focus on your mistake that is their problem not yours. Focus on your role in the meeting. Lastly and most importantly, go early for meetings so that you can socialize a bit, and also relax with your colleagues before the meeting starts. You will feel better adjusted during the meeting if you have prior light exchanges with your colleagues. Pre-meeting exchanges will make your colleagues more relaxed with you during the meeting. Women and men are socialized differently and even millennial professional women grapple with similar leadership challenges despite the progressive and modern era. (Click HERE for more information on Millennial challenges). However, no matter how you were socialized, remember, to be a recognized high performing female professional, you MUST be confident and visible. Self confidence includes the ability to speak your truth and express yourself in meetings and elsewhere without appearing confused, discouraged or angry based on external circumstances. (Click HERE for additional reading on unshakable confidence.) Confidence also includes acknowledging our fear of failure in such meetings, and instead, transforming those concerns about speaking into a constructive reaction. For example, acknowledge that your contribution is needed for the growth and development of your organization, as a positive reason for you to speak in the meeting. (Click HERE for more information on making fear work for you.) Be competent, be confident, be heard and recognized. What is the worst that can happen? You make a mistake, get challenged or have a better idea selected instead of yours? So what? You were hired because you were qualified for the role, now ENGAGE your colleagues in meetings and use your skills and abilities to advance the discussion and provide solutions to issues. Set your eyes like a flint towards your goals, and make a positive and meaningful impact in your organization. Never hesitate to share your ideas in any forum within your organization with confidence, vitality and proficiency. Be Unstoppable!! I wish you well. ———
For Your Job Search, Be Confident and Selective! August 8, 2016 by SFER Admin We live in a society in which many people, unfortunately, have decided to tie their self worth with their job or lack of a job. Consequently, because of this odd attachment of self worth to a position, in the search for a good job many are filled with near despair in a process which by its very nature will probably involve job offer (s) and/or rejections. You are more than the work you do, and you are also far more than the opinion of strangers that interview you. Even the grossly unprofessional silence by some organizations, in which you hear nothing and see nothing after applying for a position, should not affect you. What do you do? Keep it moving, please. Go on to the next position that deserves of all you can bring to the role. Above all, never forget that you are more than a job, and no matter what you are you who are! I know some people that are grossly incompetent and yet got hired for good positions (many eventually get fired). Conversely, I also know some stellar performers that seek work for longer periods despite their undisputed expertise in their professions. Those who refuse to settle for less than what they deserve eventually do get what they want, if they are patient. From my ten year research on hiring, such top performers that seek employment for a longer period, unlike their inept counterparts that got hired more quickly, typically have long illustrious careers when they work with renowned and stable organizations. Hopefully, you have the education, experience and expertise required to pursue the job that you want. Remember that you are NOT begging for work. It should be a two way assessment in which you should determine whether you truly want to work for the organization based on their pre-interview, interview process and your interaction with their staff on the phone or in person. Stay relaxed through this job search process. Surround yourself with like minded confident folks as you execute a well planned job search for a suitable position with an organization that deserves you. Never never settle for less than what you are worth, and do not hesitate to withdraw from consideration for a job if you see clear signs that the position will not be a good fit. You never want to settle for a role out of desperation, and spend precious years of your life wasted working with an organization you detest. The last thing I will address in this post is chatter and counsel. Do NOT be affected by opinions and naysayers. People will always have opinions about how you should take whatever you get or why your job should define you etc, but so what? Realistically, why should you care? Your self worth should never be affected by opinions of people or your job or lack thereof. Daniel Ocho, a respected international authority on the issue of confidence and being selective as critical for a successful job search, stated that from his research that any successful job search should first start with an internal reaffirmation of the sum total of who you are, and a commitment to remain true to yourself no matter people or circumstances you encounter in the process. As a runner, I can tell you with conviction that only the confident, well trained and persistent, runners of any age group finish strongly in any competition. Before every run, I know I have practiced, I know I am ready and know that even if I encounter unforeseen obstacles on my running path, I never stop till I finish strong. It is the same way in life and especially your job search. Prepare, be confident and do not stop until you get what you deserve despite the obstacles you might encounter. To get to the finish line in your job search, much like a runner, prepare, stay focused, and do not stop until you get what you truly deserve. You have the education, skills and expertise, consequently, this has earned the right to seek the best possible role for you, so stay positive, use a good work search strategy, be selective, and reject any efforts by naysayers to make you desperate. You are who you are, and with persistence and hard work, you will get the best position for you. So forge ahead with confidence and the certainty that a fitting organization will recognize your true worth. I wish you well. ____________________________________________________ Article by Sonia Johnson Esq., SPHR, SCP (SHRM), J.D, LL.M., LL.M. —- The author writes to encourage people to live a fearless and fulfilled life. She is an accomplished Employee Relations Professional, Lawyer, Human Resources Professional and Life Fulfillment Coach whose passion is elevating and helping people professionally, and in their lives. Her primary purpose includes supporting the continuing 21st century evolution of Progressive HR and ER through her ER, Organizational Psychology and HR work by changing behaviors of employees, employers, enhancing the employment relationship and making the workplace feel like it should; a professional and peaceful place for creativity, productivity and the building of meaningful professional relationships.