Instructor Profile

Maya Angelou famously said, "When someone shows you who they are, believe them the first time."

Toxicity in the workplace is like a contagious disease that can spread and infect teams and relationships. Without proper understanding, skills, and tools to address it, toxicity can continue to spread and negatively impact the organization, leading to burnout among leaders and staff.

Toxicity can take hold of workplace culture, making it seemingly impossible to combat. In other cases, it may be more subtle but still harmful to the organization and its people. Even those who do not exhibit toxic behavior may begin to react negatively to toxicity, leading to a downward spiral of negativity and decreased productivity. This can cause good employees to leave the organization.

Ignoring toxic behavior will not make it go away; it will only fester and worsen. The only way to address toxicity is through specific and intentional action. There are skills and tactics available to combat toxic behavior, but they must be used in conjunction with identifying and understanding the root causes of the problem.

By learning how to identify toxic behaviors and developing a plan to confront and incapacitate them, workplaces can become safer and more harmonious environments.

If you have taken on a new position and are concerned about what you don’t know – you’re in good company. Research show supervisors, managers and leaders moving into a new role only get a minuscule amount of the training needed to be successful in the role. On the job learning is expected – but you don’t know what you don’t know.

This is the place to start.

This webinar provides a structured approach to strategies and steps needed to build a solid foundation in the first 3 months that will set the stage for your future success. If you have been in the role for more than 3 months – don’t worry, many of the strategies and ideas will be successful after 90 days and can be applied even if you’re an old hand.

Have you ever been on, or led a team, that dragged you down. Where the team produced less as a whole than the individual members could have produced working on their own.

Ever been on, or led a team, where the team was able to produce more as a team than the individual members could achieve on their own? You can leave team functioning to develop by accident, or you can be intentional about it.

Whether you are a formal leader on a team or a member of that team, you can use the model developed by top selling author Patrick Lencioni in his book The Five Dysfunctions of Teams to make your team function at a higher level and be a better place to work. Even teams that are functioning at a high level now can improve.

This is a "How-to webinar" – you will come away with not only new information but also ideas for implementation.

A leader does not necessarily manage, but a manager had better be a good leader.

Why is leadership so important?

Without leadership, nothing gets done. Leadership brings vision and ideas and sets the course or direction. Managers ensure execution.

People don’t leave companies, they leave bosses. Leadership is the most important factor in staff retention and productivity. Often people are uninspired or disgruntled but don’t leave – they stay and become an anchor on the team, project or organization.

What makes a good leader?

Some people assert you have to be born a leader - in reality, the skills, traits and attributes can be learned.

Attend this webinar and you will learn how to develop leadership competencies and how to become a better leader – whether you are new to the game or are an experienced leader – you will find valuable ideas in this webinar.

If you have taken on a new position and are concerned about what you don’t know – you’re in good company. Research show supervisors, managers and leaders moving into a new role only get a minuscule amount of the training needed to be successful in the role. On the job learning is expected – but you don’t know what you don’t know.

This is the place to start.

This webinar provides a structured approach to strategies and steps needed to build a solid foundation in the first 3 months that will set the stage for your future success. If you have been in the role for more than 3 months – don’t worry, many of the strategies and ideas will be successful after 90 days and can be applied even if you’re an old hand.

Are you looking for your organization to have more: Trust, Innovation, Performance, Agility, Creativity, Productivity, Engagement, Retention with people feeling more Confident and Safer?

Of course, you do!  BUT … and this is the BIG Question – How do you get there? With one simple concept Organizations that create psychological safety increase all of those areas … and there is plenty of research to back that up.

You might be thinking …

We have no idea where to start … or … is this just another trendy way to describe team building … or .. maybe, you think this would take a lot of time and resources … or you’ve had past experiences where training didn’t stick – people went back to the same old, same old after the glow of the training wore off.

So, what would it take to create sustained psychological safety in your organization?

It takes a proven structured process. A process that has the specific purpose of creating Psychological Safety and one that has proven to work in all types of organizations - essentially if your organization has people in it - this process will work. 

So how do you get started? That's what this webinar is about.

We will start by detailing the elements of Psychological Safety so you have an understanding of what it means and each of the 8 elements. We will discuss the 4 stages of development of Psychological Safety and then present a 5-Step Development Model that can be adapted to the needs of any organisation.

Workplace drama drains the productivity of teams and organizations while creating an unwelcoming atmosphere that discourages talented individuals from working there, leading to their departure. Even the most exceptional performers—the self-driven, highly creative individuals who require minimal supervision—are most likely to leave due to the time and effort required to navigate through the drama. Instead of focusing on their work, they are hindered by this barrier. Managers and leaders are forced to spend excessive amounts of time attempting to contain or tolerate the drama, resulting in workarounds.

Drama can manifest anywhere along a spectrum, ranging from easily noticeable to subtle and challenging to recognize. In the latter case, it becomes insidious, permeating the organization silently until the negative consequences become apparent. Although it may seem difficult or even impossible to eradicate due to its pervasive nature, creating a drama-free environment begins with acknowledging its presence in the current workplace. This entails making a commitment to eliminate drama, starting with an understanding of its benefits. These advantages include increased productivity, a more harmonious culture attracting and retaining top talent, reduced time spent by leaders addressing drama-related issues, and more time for strategy development and execution.

Transforming a drama-filled environment requires more than a quick fix; immediate changes can be implemented, leading to positive outcomes. The process doesn't necessarily have to start from the top; team members can initiate the transformation through their own dedication and actions. However, for a cultural shift to occur, senior management must fully support and commit to making the necessary changes. This webinar provides a comprehensive plan for eliminating workplace drama.

Workplace drama sucks the productivity out teams and organizations. It also creates an inhospitable environment where healthy people don't want to work ... so they leave. Good, productive people leave the organization. In fact, the best people, the highest performers, the self-directed, the most creative, those that need little oversight, are most likely to leave. Why?

So much time and effort are required to navigate through all the drama. High performers just want to get the job done, but the drama is a barrier. Managers and leaders spend way too much time trying to tamp it down, or worse, let it continue to happen, but find work-arounds.

Drama can be anywhere on the spectrum between easily seen and difficult to recognize because it is so nuanced. When it is the latter, it can be very insidious, working its way throughout the organization without raising a lot of flags, until the negative results start becoming obvious. Because it is often so pervasive it can seem like it would be hard or nearly impossible to eradicate. It’s not. Creating a drama free environment has to start with identifying that the current workplace has drama, and then making a commitment to eliminate the drama, which usually starts with understanding the benefits. The benefits include higher productivity, more harmonious culture, which attracts and retains top talent, less leadership time spent addressing the symptoms of drama, more time developing and executing strategy.

There is no *quick fix* for a drama-filled environment, but changes can be undertaken immediately and positive results can be realized immediately. It doesn't even have to start at the top, team members can begin to transform the environment with their own commitment and actions. Although to change the organizational culture, senior management has to buy-in and commit to making changes. This webinar details a comprehensive plan for eliminating drama in the workplace.

It is critical to remember that every team requires constant work because without it, even the best teams deviate toward dysfunction. High performing teams are the backbones of any company.

As Patrick Lencioni, author of The Five Dysfunctions of a Team, states “Teamwork is the last untapped resource.” Teams are a powerful tool for achieving business success. Teams can also be dysfunctional, causing the team to fail in the end. Understanding the difficulties of teamwork and learning how to manage the inevitable dysfunction that comes with the team dynamic is a valuable skill.

This webinar will identify the five dysfunctions of a team; Absence of Trust, Fear of Conflict, Lack of Commitment, Avoiding Accountability and Inattention to Results; and the five keys to overcoming dysfunction. Each of the five dysfunctions has its own set of challenges to overcome. While the members of the "team" may have good intentions, working together to achieve a unified goal is not accomplished by simply identifying as a "team," but rather by developing a team.

You will learn how to achieve team consensus. Teams frequently struggle to effectively resolve conflict, and as a result, conflict is swept under the rug or becomes toxic over time. Managers can learn how to overcome dysfunctional team attributes and build a powerful and successful team by identifying dysfunctional team attributes.

"The difficult people we encounter can be our greatest teachers." - Eileen Anglin

Difficult people are found in every walk of life. They come in many forms.
Given that we can't avoid or eliminate them from our world, the next best solution is to learn how to effectively deal with them. Learning how to recognize what they are doing, and why that’s creating so much difficulty for you, and those around you, is the first step. 

From that recognition, you can create a plan for how to shift the impact they have on you and the environment. There are a host of specific tools, techniques, tactics and strategies that will work when you want to shift the relationship and outcome. Learning to use the right tool, technique, etc. in the right situation is key to creating positive change.