Are anti-bullying policies stopping workplace bullying? Not according to a survey recently conducted by Joseph Grenny and David Maxfield, co-authors of the books Crucial Conversations and Influencer. Ninety-six percent of respondents said they had experienced workplace bullying, and indicated that most of the alleged bullies had been in their positions for over a year (89%), or over five years (54%). Only 6% said their companies’ anti-bullying policies prevented bullying.
The sad truth is that many who feel bullied don’t do anything about it. They try to avoid the problem, but the unintended consequence of avoidance is perpetuation. “Silence is not golden. Silence is permission,” says Maxfield.
We agree: What we permit, we promote. So it’s important to know your workplace policies and document incidents of bullying (e.g. browbeating, intimidation, sabotaging). Perhaps most effective of all—if you do not feel at risk doing so—is addressing (in private) the person you believe is abusing power. If you choose to do this, try our models for raising issues and responding to criticism. Then ask what you can do to improve communication going forward so that the pattern doesn’t repeat.
We want to hear: Are you aware of workplace bullying and, if so, do you and those around you tend to confront or avoid the problem? If you have addressed the situation, what has been the outcome? Join the conversation and click "comments" on our Community of Practice Forum.
Are team-building exercises fun, or something many employees feel “subjected to?” A recent NPR story chronicled some true—and truly disastrous—“weekend warrior” tales reminiscent of scenes from the classic NBC sitcom, The Office. Employees recounted everything from paintballing mishaps (don’t splatter your supervisor in a “sensitive area”) to being pelted with ricocheting Sacagawea gold dollar coins flying out of a demolished donkey piñata.
What interested us as much as the story were the 100-plus comments posted in response, the majority of which seemed to be by listeners who could certainly relate. Some cited corporate “narcissism” as underlying such debacles, and many lamented the large amount of money spent on the Rambo-esque functions.
We believe that real team-building should be a result of learning and using creative, cooperative ways to solve problems and make decisions. Then the team is able to build its “teamness” by doing great work—no safety goggles or helmets required.
Share your experience. Have you engaged in team-building exercises? How did it go? How do you think teams come to do great work? Join the conversation and click "comments" on our Community of Practice Forum.
In what Politico calls “The knock down drag-out fight that led to a VA deal,” Congress, on the verge of its August recess, finally approved a bill to reform the Department of Veterans Affairs. The deal emerged after leaders of a conference committee—Bernie Sanders (I-Vt.) and Rep. Jeff Miller (R-Fla.)—publicly battled it out over differences on how to pay for the bill.
But the “grenades” that were hurled turned out to be largely cathartic. Two days after the worst of the slug-fest, Sanders informed lawmakers a deal was at hand after a final call with Miller during which the two went over a checklist of priorities and agreed on details.
We've been working with Congress for the past ten years and while we don't recommend the bare knuckles rhetoric that produced the VA funding bill, it's hard to argue with success. Of course, it didn't hurt that the failure of Congress to pass this bill before leaving for summer recess would have resulted in a firestorm from veterans and their many supporters. Neither did it hurt that congress is at a 12% approval rating while veterans are at 74%. Still, anything beats silence and stonewalling: No problem that required consensus ever got solved by avoidance!
We want to hear: Can you recall a time when mixing it up with an adversary proved a necessary prelude to resolving a contentious issue? Join the conversation and click "comments" on our Community of Practice Forum.
Employee engagement (i.e. enthusiastic involvement) correlates highly with increased individual and organizational productivity. Yet only 30 percent of Americans feel engaged at work, according to a 2013 Gallup report.
To understand what influences engagement, consultant Tony Schwarz and Georgetown business professor Christine Porath partnered with the Harvard Business Review to survey over 20,000 employees across a range of industries. The result: Engagement rises when four core needs are met: physical (via opportunities to renew and recharge at work); emotional, (by feeling valued and appreciated); mental (being enabled to focus on their most important tasks); and spiritual (by feeling connected to a higher purpose at work).
Here’s our thought on one way to immediately raise that low 30% engagement metric: Everyone within an organization—whether or not in a formal leadership role—can have an impact on corporate culture by communicating appreciation to those around them. It only takes a moment to sincerely let others know they are valued, and the rewards will be immense, not just on a company-wide level but also on a personal one.
We want to hear. Are you in the habit of letting co-workers know they are appreciated and valued? What happens when you do this? What has been your experience when someone at work directly recognizes something you have done? Join the conversation and click "comments" on our Community of Practice Forum.