I'm an HR manager in a nonprofit mental-health organization -- experiencing many complaints from managers about dealing with poor workplace behaviors. Although not illegal, these behaviors are unhealthy and unproductive. Employees do not seem capable of getting along with each other, and it's harming our ability to work efficiently. What can I do to address it?
The most powerful way to improve the moral character of our world is not policing, but connecting. We can help one another stay morally engaged by simply connecting people with their own values and with the consequences of their choices.
In today’s “enlightened” organizations it’s generally considered uncouth to blow a gasket at work, so today’s version of work-place anger often comes in the form of repressed rage masked as raging sarcasm, or possibly a hostile glance, or maybe the ever-favorite thinly veiled threat.
When you’re trying to influence people who need motivation, but not information, don’t offer more information. That’s nagging. Instead, use questions to create a safe environment where they can explore motivations they already have
87 percent of the employees we surveyed said they have bosses who have prevented them from getting the pay, promotions or other opportunities they wanted because of a concern they’ve had about their performance. Utilize the six sources of influence to make positive performance habits inevitable -- allowing you to get unstuck at work.
When your employees begin demonstrating signs of career suicide, open your door, and allow them to approach you with crucial conversations. If you demonstrate a commitment to being approachable, your employees will find more satisfaction with their current jobs, and you will experience improvements in your working relationships.
If teachers would take the initiative to have skillful discussions with unsupportive principals, assistant principals, fellow teachers, and parents, they would improve students’ learning, create a better work environment, and reduce stress.
Children need both affirmation and influence. Unfortunately, many relationships break down because we keep trying to make our spouse be good at what we value without properly recognizing our need for what they bring to the party. So the question is how do you turn conflicting values into complementary ones?
What do you do when someone is rude or publicly cuts down another person in the middle of a meeting? Is there a way to handle group conflict in the moment and create a safe environment without publicly chastising someone?
Slacking co-workers cause a quarter of their hard-working colleagues to put in four to six more hours of work each week, yet only 10 percent speak up and hold underperforming colleagues accountable. How can you speak up honestly, directly and professionally to resolve the issue once and for all?
The biggest obstacle we face in life is making wise decisions in the face of overwhelming emotion. It’s impossible for most of us to imagine how hard it would be to think clearly when a loved one is threatening suicide. Here are some important principles for holding crucial conversations about a loved one’s destructive and manipulative behavior.
When we fail to meet New Year’s resolutions, we assume it’s because we’re weak willed. However, willpower combined with silver-bullet solutions is insufficient to create lasting change. Our research identifies six sources of influence that shape behavior. Those who recruit all of these sources to support new habits are 10 times more successful in reaching their goals.