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Course Dates:
Next Course begins Winter 2012
One Class Options:
TBD
Course Length:
6 Hours
Lead Instructors:
Dr. Mitchell Kusy, PHD.
Civility in the Workplace, Professor and Leadership Expert
Mitchell Kusy, PhD has had 25 years experience in organization development and is a full professor in the Ph.D. Program, Leadership & Change, Antioch University and a distinguished visiting professor, University of Auckland, New Zealand. Mitch’s experiences include directing the leadership development area at American Express Financial Advisors. Previously, he managed organization development & employee relations for Health Partners, Inc. He has a Bachelor’s degree in Psychology from Providence College and two Master’s degrees: one in Psychiatric Social Work, University of Wisconsin and the other in Industrial Relations, University of Minnesota. He holds a Doctorate in Organization Development, the University of Minnesota. He received an international award from the International Society for Performance Improvement as Outstanding Researcher of the Year and he recently received the international honor of being selected a Fulbright Scholar in international organization development.
Dr. Elizabeth Holloway
Professional Supervision, Strategic Change, Toxic Workplaces
Elizabeth Holloway, PhD, a full professor and psychologist, has had over 25 years of international experience as a practitioner, trainer and consultant in relational practice with organizations, groups, trainers, and mental health clients. She has held faculty appointments at the Universities of California, Utah, Oregon, and Wisconsin where she has led research and training in the areas of supervision, mentoring, coaching, communities of practice and toxic personalities. During her career, Elizabeth has received numerous grants and awards for her research including being named a Fellow of Counseling Psychology by the American Psychological Association and the American Educational Research Association Research Award. A recognized scholar-practitioner, she holds the highest practitioner distinction in counseling psychology, Diplomate of the American Board of Professional Psychology and is a Certified Emotional Intelligence (EQ) coach.
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Civility in the Workplace: Ten Strategies to Respectful Engagement
Purpose:
The purpose of the course is to introduce HR and OD professionals, along with leaders to a systems approach to workplace civility by understanding toxic behaviors in the workplace. HR strategies are designed to mitigate the effects of toxicity at the organizational, team, and individual levels of change. The workplace strategies for civility range from large-scale interventions for cultural shifts and team-building for norms of respect, to individual coaching with individuals who exhibit a pattern of toxic behaviors.
Instructors’ research debunk several myths about how best to work with toxic individuals–reduce interactions with them, take away their responsibilities, exclude them from important decisions, restructure the organization, or focus on giving them feedback—do NOT work without a systems approach to action!
Toxic Organization Change System (TOCS):
“Toxic behaviors are the demonstration of a pattern of uncivil, inappropriate, and disruptive actions that seriously debilitate individuals, teams, and/or organizations over the long-term.” – Kusy & Holloway
Objectives:
After this workshop, learners will be able to:
- List the specific personal and financial costs of toxic, uncivil behaviors.
- Identify the 3 types of toxic behaviors that cause people and organizations to fail.
- Intervene with “toxic protectors” and “toxic buffers” to stop their enabling behaviors.
- Use any one of 10 systems strategies to make a human-and bottom-line difference.
- Give feedback that works, based on a 5-point feedback process.
- Create an action plan for your organization based on a system of respectful engagement.
- Better recruit new employees with low probability of toxic behaviors.
- Design new forms of exit interviews to better address toxicity in the future.
- Use large-scale methods to design a proactive system of zero tolerance for these behaviors.
- Design a better performance management system with a 60-40 split between task and values.
Result:
Know how to establish organizational communities of respectful engagement that will lead to increased employee engagement, productivity, and retention and improved team functioning.
Who Should Attend:
This program is designed for people in the following roles:
- Human resources, learning and development, and organization development professionals and managers.
- Internal and external coaches.
Program Approvals:
- This program has been approved by HR Certification Institute (HRCI) for 6 recertification CEUs.
Content of 3 Weekly Classes:
Week 1:
- How toxic behaviors impact productivity.
- Define toxic behaviors from three perspectives.
- The results of their research study: Debunking prevalent myths about what works and what doesn’t.
- Introduction to their systems approach to action.
Week 2:
- Organizational systems for action.
- Team systems for action.
- Identify the roles of the toxic protector and toxic buffer—who enable the toxic behaviors to continue.
- How to intervene using large-scale change methods to design organizations that are values-based and understand the impact of values on the bottom line.
- Use researched methodologies on recruiting practices to reduce the probability of bringing in a toxic individual.
Week 3:
- Individual systems for action.
- Reward performance with a 60-40 split between task-values based work.
- Your priority actions in response to toxic behaviors.
- Your priority actions to proactively design communities of respectful engagement where these behaviors are not tolerated.
Course Materials Provided Via Email:
- Handout
- PowerPoint Presentation
New or Used Book to Purchase
Program Delivery
- Three, two-hour teleseminars on a bridgeline.
Time Commitment
- Class runs just under two hours each week and there’s a quick break half way through each class.
- Advance work for the 2nd and 3rd class is approximately 2 hours per week.
Technical Requirements
- A good telephone headset is suggested.
- Corded phones work best.
- Do not use a speakerphone or cell phone because they often bring distracting static or noise into the call.
- If you use a cordless handset or wireless headset, make sure it’s of excellent quality.
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“5.75 HRCI recertification CEUs.”
Testimonials:
‘Toxic Workplace’ describes how to identify and best work with toxic personalities. It also provides a systemic approach for creating a culture that’s positive and respectful while improving the bottom line. Kusy and Holloway share how their national research translates into real-work practices in organizations. I endorse their practical, concrete approaches that will make a significant difference in organizations today and in the future.
~Gregg Steinhafel, President and CEO, Target Corporation
‘Toxic Workplace’ brings a rare and valuable view of one of the great challenges facing leaders in today’s organizations. It is a significant guidebook to the healthy enterprise of the future, not only because of Kusy and Holloway’s systems approach to dealing with toxic personalities, but also their unique practice of creating communities of respectful engagement. This book demonstrates how this impacts both organizational social responsibility and the bottom line.
~Frances Hesselbein, Former CEO of the Girl Scouts of the USA and Founding President and Chairman of Leader to Leader Institute
I was very pleased with this progam. Dr. Kusy and Dr. Holloway tag-teamed their presentation in a way that drew in participation. It was filled with lively conversation, real life examples, an understanding environment that invited open discussion and brainstorming, and great networking opportunities. Kusy’s & Holloway’s expertise on workplace toxicity was evident, sharing their knowledge and experience throughout the day, tying in staggering statistics of the effects of unacceptable behavior as well as offered great tools for us to take back to apply to our own performance management programs. You will leave this program with energy and a vision, and you will find this program definitely worth your time!
~Kim McCrea, HR Director at Ortonville Area Health Services
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