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Cultivating A Culture Of Respectful Engagement

Cultivating A Culture Of Respectful Engagement. Reed Smith Stabile Starnes Thorton. Three Toxic Behaviors Erode Respectful Workplaces. Three primary categories of toxic behavior Shaming Passive hostility Team sabotage 1 to 6 percent of victims report these behaviors.

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Cultivating A Culture Of Respectful Engagement

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  1. Cultivating A Culture Of Respectful Engagement Reed Smith Stabile Starnes Thorton

  2. Three Toxic Behaviors Erode Respectful Workplaces • Three primary categories of toxic behavior • Shaming • Passive hostility • Team sabotage • 1 to 6 percent of victims report these behaviors

  3. Most Leaders Feel Ineffective in Stopping Disrespectful Behaviors • Oftentimes leaders have no easy answers as what to do in stopping toxic behaviors • Common Ineffective Strategies • reduce interactions with toxic individual • restructure the environment • remove responsibilities from toxic individual

  4. Toxic Protector or Toxic Buffer? • Two roles that create a toxic system: 1. Toxic Protector 2. Toxic Buffer

  5. Toxic Protector • Feel like they have to keep the toxic person from termination because they serve a special purpose to the team • Hurtful to the team, will decrease innovation, collaboration, and productivity

  6. Toxic Buffer • Realize toxic person is hurtful to the team functioning • Shields toxic person from the team • Actually hurts the team more than helps it

  7. What to do: Respectful Engagement as the Organization’s Mantra • Actions need to occur on 3 levels. • 1. Organization • 2. Team • 3. Individual

  8. Toxic Organization Change System (TOCS) • “What are your organizational values?” • “Are they clear to your team?” • “Have you been incorporated into how you manage the performance of individuals reporting to you?”

  9. Organizational Level Strategy • Must set the policy and make sure it is acted upon. • “Make sure that all stakeholders are engaged.” • Stress that it is a zero tolerance policy

  10. Team Strategy • Recruiting • Do your homework • False Information • Keep digging

  11. Individual Level Strategy • Two types of Individuals: • Enablers of toxic individuals (toxic protectors and buffers) • Toxic Individuals themselves

  12. Enablers • Often clueless about the results of their behaviors related to the toxic individual. • Generally make excuses for the individuals • Once this is brought to their attention the no longer are enablers

  13. Toxic Individuals • Usually unaware of the effect they have on the organization • Generally will not listen unless someone with authority over them delivers the message • They can either be positive or negative for the organization

  14. Approaches • T-hird party data • O-ne-on-one, first time • T-ogether, second time • A-ppeal to their professional ambitions • L-everage their competitive nature and Leave with a vote of confidence

  15. Promoting Respect • Serious types of personal impairment: • Alcoholism • Mental illness • Physical aggression • Sexual harassment • Incivility • Backstabbing, • gossip • angry outburst • Sabotage • “cultures of toxicity” to “cultures of respect”

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