How To Deal With Toxicity At Work With Play - ATD Central Ohio.pptxJeff Harry
Dealing With Toxicity At Work - Central Ohio ATD
We all have had that person at work that goes by the colorful euphemism that starts with the letter A. Why has that person's behavior been tolerated in the office? How has this person affected staff morale and productivity? What is the dynamic fostered at your workplace to allow this type of behavior? What if you could address this problem in a fun, dynamic way? Through our play and values workshop, we provide techniques on how to deal with your own A-hole problem. Finally addressing the "A" issue may cause your company to thrive in ways you once thought impossible.
HR Indiana - Dudes, Do Better: Dismantling Toxic Masculinity At WorkJeff Harry
HR Indiana Conference Presentation
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? Are you celebrating the brilliant jerk at the expense of the team and the bottom line?
A lack of empathy, compassion, and shared humanity in many industries towards their employees lead to the Great Resignation. We find ourselves at a crossroads, having to choose between the "old boys club" style of management of the past and a future of work where we foster leaders who understand the value of balancing feminine and masculine leadership.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive who understands that they need to address systemic workplace issues (e.g. toxic masculinity, misogyny, racism). This is a call-to-action - a BS Meter - for any company claiming that they care about their staff. Is your company ready to follow through on the values written in your mission statement and plastered on your walls?
2022 HR Tampa Bay - Dudes Do Better Dismantling Toxic Masculinity At Work Jef...Jeff Harry
HR Tampa Bay 10-7-22
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? Are you celebrating the brilliant jerk at the expense of the team and the bottom line?
A lack of empathy, compassion, and shared humanity in many industries towards their employees lead to the Great Resignation. We find ourselves at a crossroads, having to choose between the "old boys club" style of management of the past and a future of work where we foster leaders who understand the value of balancing feminine and masculine leadership.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive who understands that they need to address systemic workplace issues (e.g. toxic masculinity, misogyny, racism). This is a call-to-action - a BS Meter - for any company claiming that they care about their staff. Is your company ready to follow through on the values written in your mission statement and plastered on your walls?
Learning Objectives
Identify the key components to look for in a toxic masculine leadership team
Explore ways to foster strong leaders who value both feminine and masculine attributes in leadership
Determine how to implement specific action steps to eradicate toxic masculinity and replace it with actions that build psychological safety
How To Address Toxic Masculinity At Work - ATD Houston.pptxJeff Harry
ATD Houston
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? This is a call-to-action - a BS Meter - for any company claiming that they care about their staff.
Dismantling Toxic Masculinity At Work Presentation 6/14/22.
2022 WWT Immersive Tech Summit - Dudes, Do Better Dismantling Toxic Masculini...Jeff Harry
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? Are you celebrating the brilliant jerk at the expense of the team and the bottom line?
A lack of empathy, compassion, and shared humanity in many industries towards their employees lead to the Great Resignation. We find ourselves at a crossroads, having to choose between the "old boys club" style of management of the past and a future of work where we foster leaders who understand the value of balancing feminine and masculine leadership.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive who understands that they need to address systemic workplace issues (e.g. toxic masculinity, misogyny, racism). This is a call-to-action - a BS Meter - for any company claiming that they care about their staff. Is your company ready to follow through on the values written in your mission statement and plastered on your walls?
2022 COSHRM Conference - Dudes Do Better Dismantling Toxic Masculinity At Wor...Jeff Harry
Dudes, Do Better:
Dismantling Toxic Masculinity At Work
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? Are you celebrating the brilliant jerk at the expense of the team and the bottom line?
A lack of empathy, compassion, and shared humanity in many industries towards their employees lead to the Great Resignation. We find ourselves at a crossroads, having to choose between the "old boys club" style of management of the past and a future of work where we foster leaders who understand the value of balancing feminine and masculine leadership.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive who understands that they need to address systemic workplace issues (e.g. toxic masculinity, misogyny, racism). This is a call-to-action - a BS Meter - for any company claiming that they care about their staff. Is your company ready to follow through on the values written in your mission statement and plastered on your walls?
Learning Objectives
1. Identify the key components to look for in a toxic masculine leadership team
2. Explore ways to foster strong leaders who value both feminine and masculine attributes in leadership
3. Determine how to implement specific action steps to eradicate toxic masculinity and replace it with actions that build psychological safety
Dudes Do Better Dismantling Toxic Masculinity At Work Jeff HarryJeff Harry
Dudes, Do Better:
Dismantling Toxic Masculinity At Work
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? Are you celebrating the brilliant jerk at the expense of the team and the bottom line?
A lack of empathy, compassion, and shared humanity in many industries towards their employees lead to the Great Resignation. We find ourselves at a crossroads, having to choose between the "old boys club" style of management of the past and a future of work where we foster leaders who understand the value of balancing feminine and masculine leadership.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive who understands that they need to address systemic workplace issues (e.g. toxic masculinity, misogyny, racism). This is a call-to-action - a BS Meter - for any company claiming that they care about their staff. Is your company ready to follow through on the values written in your mission statement and plastered on your walls?
Learning Objectives
Identify the key components to look for in a toxic masculine leadership team
Explore ways to foster strong leaders who value both feminine and masculine attributes in leadership
Determine how to implement specific action steps to eradicate toxic masculinity and replace it with actions that build psychological safety
https://www.wearerosie.com/the-write-up/pov/reshape-the-future-of-work-by-dismantling-toxic-masculinity/
Elevate Conference 2022 - Dudes Do Better Dismantling Toxic Masculinity At Wo...Jeff Harry
Paylocity's Elevate Conference 2022
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? Are you celebrating the brilliant jerk at the expense of the team and the bottom line?
A lack of empathy, compassion, and shared humanity in many industries towards their employees lead to the Great Resignation. We find ourselves at a crossroads, having to choose between the "old boys club" style of management of the past and a future of work where we foster leaders who understand the value of balancing feminine and masculine leadership.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive who understands that they need to address systemic workplace issues (e.g. toxic masculinity, misogyny, racism). This is a call-to-action - a BS Meter - for any company claiming that they care about their staff. Is your company ready to follow through on the values written in your mission statement and plastered on your walls?
How To Deal With Toxicity At Work With Play - ATD Central Ohio.pptxJeff Harry
Dealing With Toxicity At Work - Central Ohio ATD
We all have had that person at work that goes by the colorful euphemism that starts with the letter A. Why has that person's behavior been tolerated in the office? How has this person affected staff morale and productivity? What is the dynamic fostered at your workplace to allow this type of behavior? What if you could address this problem in a fun, dynamic way? Through our play and values workshop, we provide techniques on how to deal with your own A-hole problem. Finally addressing the "A" issue may cause your company to thrive in ways you once thought impossible.
HR Indiana - Dudes, Do Better: Dismantling Toxic Masculinity At WorkJeff Harry
HR Indiana Conference Presentation
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? Are you celebrating the brilliant jerk at the expense of the team and the bottom line?
A lack of empathy, compassion, and shared humanity in many industries towards their employees lead to the Great Resignation. We find ourselves at a crossroads, having to choose between the "old boys club" style of management of the past and a future of work where we foster leaders who understand the value of balancing feminine and masculine leadership.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive who understands that they need to address systemic workplace issues (e.g. toxic masculinity, misogyny, racism). This is a call-to-action - a BS Meter - for any company claiming that they care about their staff. Is your company ready to follow through on the values written in your mission statement and plastered on your walls?
2022 HR Tampa Bay - Dudes Do Better Dismantling Toxic Masculinity At Work Jef...Jeff Harry
HR Tampa Bay 10-7-22
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? Are you celebrating the brilliant jerk at the expense of the team and the bottom line?
A lack of empathy, compassion, and shared humanity in many industries towards their employees lead to the Great Resignation. We find ourselves at a crossroads, having to choose between the "old boys club" style of management of the past and a future of work where we foster leaders who understand the value of balancing feminine and masculine leadership.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive who understands that they need to address systemic workplace issues (e.g. toxic masculinity, misogyny, racism). This is a call-to-action - a BS Meter - for any company claiming that they care about their staff. Is your company ready to follow through on the values written in your mission statement and plastered on your walls?
Learning Objectives
Identify the key components to look for in a toxic masculine leadership team
Explore ways to foster strong leaders who value both feminine and masculine attributes in leadership
Determine how to implement specific action steps to eradicate toxic masculinity and replace it with actions that build psychological safety
How To Address Toxic Masculinity At Work - ATD Houston.pptxJeff Harry
ATD Houston
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? This is a call-to-action - a BS Meter - for any company claiming that they care about their staff.
Dismantling Toxic Masculinity At Work Presentation 6/14/22.
2022 WWT Immersive Tech Summit - Dudes, Do Better Dismantling Toxic Masculini...Jeff Harry
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? Are you celebrating the brilliant jerk at the expense of the team and the bottom line?
A lack of empathy, compassion, and shared humanity in many industries towards their employees lead to the Great Resignation. We find ourselves at a crossroads, having to choose between the "old boys club" style of management of the past and a future of work where we foster leaders who understand the value of balancing feminine and masculine leadership.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive who understands that they need to address systemic workplace issues (e.g. toxic masculinity, misogyny, racism). This is a call-to-action - a BS Meter - for any company claiming that they care about their staff. Is your company ready to follow through on the values written in your mission statement and plastered on your walls?
2022 COSHRM Conference - Dudes Do Better Dismantling Toxic Masculinity At Wor...Jeff Harry
Dudes, Do Better:
Dismantling Toxic Masculinity At Work
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? Are you celebrating the brilliant jerk at the expense of the team and the bottom line?
A lack of empathy, compassion, and shared humanity in many industries towards their employees lead to the Great Resignation. We find ourselves at a crossroads, having to choose between the "old boys club" style of management of the past and a future of work where we foster leaders who understand the value of balancing feminine and masculine leadership.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive who understands that they need to address systemic workplace issues (e.g. toxic masculinity, misogyny, racism). This is a call-to-action - a BS Meter - for any company claiming that they care about their staff. Is your company ready to follow through on the values written in your mission statement and plastered on your walls?
Learning Objectives
1. Identify the key components to look for in a toxic masculine leadership team
2. Explore ways to foster strong leaders who value both feminine and masculine attributes in leadership
3. Determine how to implement specific action steps to eradicate toxic masculinity and replace it with actions that build psychological safety
Dudes Do Better Dismantling Toxic Masculinity At Work Jeff HarryJeff Harry
Dudes, Do Better:
Dismantling Toxic Masculinity At Work
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? Are you celebrating the brilliant jerk at the expense of the team and the bottom line?
A lack of empathy, compassion, and shared humanity in many industries towards their employees lead to the Great Resignation. We find ourselves at a crossroads, having to choose between the "old boys club" style of management of the past and a future of work where we foster leaders who understand the value of balancing feminine and masculine leadership.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive who understands that they need to address systemic workplace issues (e.g. toxic masculinity, misogyny, racism). This is a call-to-action - a BS Meter - for any company claiming that they care about their staff. Is your company ready to follow through on the values written in your mission statement and plastered on your walls?
Learning Objectives
Identify the key components to look for in a toxic masculine leadership team
Explore ways to foster strong leaders who value both feminine and masculine attributes in leadership
Determine how to implement specific action steps to eradicate toxic masculinity and replace it with actions that build psychological safety
https://www.wearerosie.com/the-write-up/pov/reshape-the-future-of-work-by-dismantling-toxic-masculinity/
Elevate Conference 2022 - Dudes Do Better Dismantling Toxic Masculinity At Wo...Jeff Harry
Paylocity's Elevate Conference 2022
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? Are you celebrating the brilliant jerk at the expense of the team and the bottom line?
A lack of empathy, compassion, and shared humanity in many industries towards their employees lead to the Great Resignation. We find ourselves at a crossroads, having to choose between the "old boys club" style of management of the past and a future of work where we foster leaders who understand the value of balancing feminine and masculine leadership.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive who understands that they need to address systemic workplace issues (e.g. toxic masculinity, misogyny, racism). This is a call-to-action - a BS Meter - for any company claiming that they care about their staff. Is your company ready to follow through on the values written in your mission statement and plastered on your walls?
2022 RMTRA Summit - Dudes Do Better Dismantling Toxic Masculinity At Work Jef...Jeff Harry
2022 RMTRA Summit
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? Are you celebrating the brilliant jerk at the expense of the team and the bottom line?
A lack of empathy, compassion, and shared humanity in many industries towards their employees lead to the Great Resignation. We find ourselves at a crossroads, having to choose between the "old boys club" style of management of the past and a future of work where we foster leaders who understand the value of balancing feminine and masculine leadership.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive who understands that they need to address systemic workplace issues (e.g. toxic masculinity, misogyny, racism). This is a call-to-action - a BS Meter - for any company claiming that they care about their staff. Is your company ready to follow through on the values written in your mission statement and plastered on your walls?
IPMA-HR Annual Conference 2022 - Dudes, Do Better Dismantling Toxic Masculini...Jeff Harry
IPMA-HR Annual Conference 2022
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? Are you celebrating the brilliant jerk at the expense of the team and the bottom line?
A lack of empathy, compassion, and shared humanity in many industries towards their employees lead to the Great Resignation. We find ourselves at a crossroads, having to choose between the "old boys club" style of management of the past and a future of work where we foster leaders who understand the value of balancing feminine and masculine leadership.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive who understands that they need to address systemic workplace issues (e.g. toxic masculinity, misogyny, racism). This is a call-to-action - a BS Meter - for any company claiming that they care about their staff. Is your company ready to follow through on the values written in your mission statement and plastered on your walls?
How To Address Toxic Masculinity At Work - Pause On The Play.pptxJeff Harry
Dudes, Do Better:
Dismantling Toxic Masculinity At Work
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? Are you celebrating the brilliant jerk at the expense of the team and the bottom line?
A lack of empathy, compassion, and shared humanity in many industries towards their employees lead to the Great Resignation. We find ourselves at a crossroads, having to choose between the "old boys club" style of management of the past and a future of work where we foster leaders who understand the value of balancing feminine and masculine leadership.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive who understands that they need to address systemic workplace issues (e.g. toxic masculinity, misogyny, racism). This is a call-to-action - a BS Meter - for any company claiming that they care about their staff. Is your company ready to follow through on the values written in your mission statement and plastered on your walls?
August 1st Presentation for Pause On The Play
Human resources leaders are often asked to make big changes while unraveling legacy systems and processes. But what if leaders had the opportunity to come in and build a new talent acquisition organization from the ground up without old systems tying them down? What would you do? Hear how the Girls Scouts of the United States of America re-built HR to steward the business and what that meant for the talent acquisition function.
In this keynote, learning objectives and audience takeaways include:
How talent acquisition must perform a self-assessment of their function to ensure that they are constantly raising the bar and incorporating new tools and techniques of the trade.
How talent acquisition must take a hard look at their talent and determine if they have the right people in the right roles to respond to business needs as they structure the team for optimal effectiveness.
How talent acquisition must become and remain a key business partner with hiring managers, aligning the staffing plans to business goals.
Dismantling Toxic Masculinity At Work - G4 Live.pptxJeff Harry
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? Are you celebrating the brilliant jerk at the expense of the team and the bottom line?
A lack of empathy, compassion, and shared humanity in many industries towards their employees lead to the Great Resignation. We find ourselves at a crossroads, having to choose between the "old boys club" style of management of the past and a future of work where we foster leaders who understand the value of balancing feminine and masculine leadership.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive who understands that they need to address systemic workplace issues (e.g. toxic masculinity, misogyny, racism). This is a call-to-action - a BS Meter - for any company claiming that they care about their staff. Is your company ready to follow through on the values written in your mission statement and plastered on your walls?
The human resource is the most important asset of an organization. This explains the major role of recruiters. They have to go through piles of job applications, participate in various events to identify potential employees, and hire the most qualified candidate for the vacant job.
This presentation explains everything a recruiter goes through to find Mr (or Ms) Right, recruitment tips on how to determine the most competent candidate, and the consequences of making a poor hiring decision.
Do you want to use this presentation? Check this page: https://slideshop.com/Themed-Slides
Persuasive Resume - Cover Letter - Job Letter WritingFaHaD .H. NooR
these slides will help you writing persuasive cover letter, resume and job letter.
Job seekers frequently send a cover letter along with their curriculum vitae or applications for employment as a way of introducing themselves to potential employers and explaining their suitability for the desired positions. Employers may look for individualized and thoughtfully written cover letters as one method of screening out applicants who are not sufficiently interested in their positions or who lack necessary basic skills.
The functional résumé is used to focus on skills that are specific to the type of position being sought. This format directly emphasizes specific professional capabilities and utilizes experience summaries as its primary means of communicating professional competency. In contrast, the chronological résumé format will briefly highlight these competencies prior to presenting a comprehensive timeline of career growth through reverse chronological listings, with the most recent experience listed first. The functional résumé works well for those making a career change, having a varied work history or with little work experience. A functional résumé is also preferred for applications to jobs that require very specific skills or clearly defined personality traits. A functional résumé is a good method for highlighting particular skills or experiences, especially when those particular skills or experiences may have derived from a role which was held some time ago. Rather than focus on the length of time that has passed, the functional résumé allows the reader to identify those skills quickly.
French law mandates at least five weeks of vacation. Australia provides both paid maternal and paternal leave. Denmark breeds work-life balance into their culture.
So why is American so out of touch? In stark contrast to these balanced regimes, Americans continue to pander through the workday. We extend our hours, snack on sad desk lunches, and forgo vacation to get ahead. But science says there’s a fatal flaw in our system…
Today, 70 percent of the American workforce is disengaged. The rat race mentality has left us sleepwalking through life — and it’s time to wake up. Join Joe Mechlinski, New York Times Bestselling author and speaker, as he introduces science into the great work debate. Joe will show you how to become better in tune with your three brains (head, heart, and gut) to help reshape your thinking, motivation, and behaviors to find greater fulfillment at work.
RECRUIT WELL: HOW COMPANY WELLBEING EFFORTS POSITIVELY IMPACT RECRUITING RESULTSHuman Capital Media
Today, organizations are in fierce competition with each other to recruit and keep the best talent available. Having top talent means not only an increase in productivity and sales, but also a flourishing culture. Research has shown that the majority of workers use referrals from current employees to learn about job opportunities. Therefore, culture is an important recruiting lever that is heavily influenced by the organization’s overall wellbeing.
Organizations that have a wellbeing program in place are more successful in recruiting qualified candidates and are able to help them grow in all areas of their life. On February 28, Cindy Scibetta-Butts, Business & HR Consultant, will discuss the value of wellbeing programs and how it will improve your recruiting efforts.
In this webinar, you’ll learn:
The top three things that employees want
How to create a vision of wellbeing in your organization that will help improve culture
Real results of how wellbeing programs are driving recruiting and retention results right now
Making Work Suck Less: Healing Workplaces Through Play - Public Works Officer...Jeff Harry
There is a growing animosity between employers and employees that we all have felt these past few years. 85% of staff are disengaged at work, and the phrase “I don’t want to work anymore” is more common than at any time in modern history. It’s manifested in quiet quitting, quiet firing, strikes, and RIFs/Layoffs. We can ignore this problem and hope it miraculously disappears, or we can proactively address it. The organizations brave enough to take this challenge head-on will thrive for the foreseeable future, while others obsessed with the status quo will become as obsolete as Blockbuster Video.
This talk explores the bold steps we need to heal the divisions within workplaces using a play-oriented approach to work. The only way to find unique solutions to these significant issues that organizations have been too afraid to face is through a play mindset. We will identify immediately actionable strategies to mend the divide between C-Suite executives, managers, and staff. Together, we can choose what direction we want the future of work to go. The question we must answer is: What are we willing to do to create a work culture where not only the organization can thrive but where our people finally become the priority?
How Ted Lasso's Leadership Style Can Help You Build Psychological Safety - Sa...Jeff Harry
85% of employees are disengaged at work. Staff leave because they don't feel seen, heard, or appreciated. Who knew the answer to this lies in a show called Ted Lasso? Ted's leadership style is vital for companies because it demonstrates the effectiveness of a more holistic and inclusive approach to being a leader. It combines empathy, intuition, and collaboration, which creates a compassionate work culture. He balances it with cultivating assertiveness, decisiveness, and accountability, which leads to a more productive and results-oriented work culture. Ted Lasso also embraces play as crucial to building camaraderie and a solid foundation for AFC Richmond.
In this workshop, we will explore how play and positive psychology are essential to building psychological safety in this surreal new reality of work. We will analyze through the lens of Ted Lasso what currently needs to be added to your workplace that would create the culture your staff is looking for to feel comfortable playing. Finally, we will determine the initial steps you need to take to create a "stay curious" environment where staff can do their most vibrant work.
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2022 RMTRA Summit - Dudes Do Better Dismantling Toxic Masculinity At Work Jef...Jeff Harry
2022 RMTRA Summit
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? Are you celebrating the brilliant jerk at the expense of the team and the bottom line?
A lack of empathy, compassion, and shared humanity in many industries towards their employees lead to the Great Resignation. We find ourselves at a crossroads, having to choose between the "old boys club" style of management of the past and a future of work where we foster leaders who understand the value of balancing feminine and masculine leadership.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive who understands that they need to address systemic workplace issues (e.g. toxic masculinity, misogyny, racism). This is a call-to-action - a BS Meter - for any company claiming that they care about their staff. Is your company ready to follow through on the values written in your mission statement and plastered on your walls?
IPMA-HR Annual Conference 2022 - Dudes, Do Better Dismantling Toxic Masculini...Jeff Harry
IPMA-HR Annual Conference 2022
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? Are you celebrating the brilliant jerk at the expense of the team and the bottom line?
A lack of empathy, compassion, and shared humanity in many industries towards their employees lead to the Great Resignation. We find ourselves at a crossroads, having to choose between the "old boys club" style of management of the past and a future of work where we foster leaders who understand the value of balancing feminine and masculine leadership.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive who understands that they need to address systemic workplace issues (e.g. toxic masculinity, misogyny, racism). This is a call-to-action - a BS Meter - for any company claiming that they care about their staff. Is your company ready to follow through on the values written in your mission statement and plastered on your walls?
How To Address Toxic Masculinity At Work - Pause On The Play.pptxJeff Harry
Dudes, Do Better:
Dismantling Toxic Masculinity At Work
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? Are you celebrating the brilliant jerk at the expense of the team and the bottom line?
A lack of empathy, compassion, and shared humanity in many industries towards their employees lead to the Great Resignation. We find ourselves at a crossroads, having to choose between the "old boys club" style of management of the past and a future of work where we foster leaders who understand the value of balancing feminine and masculine leadership.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive who understands that they need to address systemic workplace issues (e.g. toxic masculinity, misogyny, racism). This is a call-to-action - a BS Meter - for any company claiming that they care about their staff. Is your company ready to follow through on the values written in your mission statement and plastered on your walls?
August 1st Presentation for Pause On The Play
Human resources leaders are often asked to make big changes while unraveling legacy systems and processes. But what if leaders had the opportunity to come in and build a new talent acquisition organization from the ground up without old systems tying them down? What would you do? Hear how the Girls Scouts of the United States of America re-built HR to steward the business and what that meant for the talent acquisition function.
In this keynote, learning objectives and audience takeaways include:
How talent acquisition must perform a self-assessment of their function to ensure that they are constantly raising the bar and incorporating new tools and techniques of the trade.
How talent acquisition must take a hard look at their talent and determine if they have the right people in the right roles to respond to business needs as they structure the team for optimal effectiveness.
How talent acquisition must become and remain a key business partner with hiring managers, aligning the staffing plans to business goals.
Dismantling Toxic Masculinity At Work - G4 Live.pptxJeff Harry
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? Are you celebrating the brilliant jerk at the expense of the team and the bottom line?
A lack of empathy, compassion, and shared humanity in many industries towards their employees lead to the Great Resignation. We find ourselves at a crossroads, having to choose between the "old boys club" style of management of the past and a future of work where we foster leaders who understand the value of balancing feminine and masculine leadership.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive who understands that they need to address systemic workplace issues (e.g. toxic masculinity, misogyny, racism). This is a call-to-action - a BS Meter - for any company claiming that they care about their staff. Is your company ready to follow through on the values written in your mission statement and plastered on your walls?
The human resource is the most important asset of an organization. This explains the major role of recruiters. They have to go through piles of job applications, participate in various events to identify potential employees, and hire the most qualified candidate for the vacant job.
This presentation explains everything a recruiter goes through to find Mr (or Ms) Right, recruitment tips on how to determine the most competent candidate, and the consequences of making a poor hiring decision.
Do you want to use this presentation? Check this page: https://slideshop.com/Themed-Slides
Persuasive Resume - Cover Letter - Job Letter WritingFaHaD .H. NooR
these slides will help you writing persuasive cover letter, resume and job letter.
Job seekers frequently send a cover letter along with their curriculum vitae or applications for employment as a way of introducing themselves to potential employers and explaining their suitability for the desired positions. Employers may look for individualized and thoughtfully written cover letters as one method of screening out applicants who are not sufficiently interested in their positions or who lack necessary basic skills.
The functional résumé is used to focus on skills that are specific to the type of position being sought. This format directly emphasizes specific professional capabilities and utilizes experience summaries as its primary means of communicating professional competency. In contrast, the chronological résumé format will briefly highlight these competencies prior to presenting a comprehensive timeline of career growth through reverse chronological listings, with the most recent experience listed first. The functional résumé works well for those making a career change, having a varied work history or with little work experience. A functional résumé is also preferred for applications to jobs that require very specific skills or clearly defined personality traits. A functional résumé is a good method for highlighting particular skills or experiences, especially when those particular skills or experiences may have derived from a role which was held some time ago. Rather than focus on the length of time that has passed, the functional résumé allows the reader to identify those skills quickly.
French law mandates at least five weeks of vacation. Australia provides both paid maternal and paternal leave. Denmark breeds work-life balance into their culture.
So why is American so out of touch? In stark contrast to these balanced regimes, Americans continue to pander through the workday. We extend our hours, snack on sad desk lunches, and forgo vacation to get ahead. But science says there’s a fatal flaw in our system…
Today, 70 percent of the American workforce is disengaged. The rat race mentality has left us sleepwalking through life — and it’s time to wake up. Join Joe Mechlinski, New York Times Bestselling author and speaker, as he introduces science into the great work debate. Joe will show you how to become better in tune with your three brains (head, heart, and gut) to help reshape your thinking, motivation, and behaviors to find greater fulfillment at work.
RECRUIT WELL: HOW COMPANY WELLBEING EFFORTS POSITIVELY IMPACT RECRUITING RESULTSHuman Capital Media
Today, organizations are in fierce competition with each other to recruit and keep the best talent available. Having top talent means not only an increase in productivity and sales, but also a flourishing culture. Research has shown that the majority of workers use referrals from current employees to learn about job opportunities. Therefore, culture is an important recruiting lever that is heavily influenced by the organization’s overall wellbeing.
Organizations that have a wellbeing program in place are more successful in recruiting qualified candidates and are able to help them grow in all areas of their life. On February 28, Cindy Scibetta-Butts, Business & HR Consultant, will discuss the value of wellbeing programs and how it will improve your recruiting efforts.
In this webinar, you’ll learn:
The top three things that employees want
How to create a vision of wellbeing in your organization that will help improve culture
Real results of how wellbeing programs are driving recruiting and retention results right now
Similar to How To Deal With A-Holes At Work With Play - SHRM Savannah.pptx (20)
Making Work Suck Less: Healing Workplaces Through Play - Public Works Officer...Jeff Harry
There is a growing animosity between employers and employees that we all have felt these past few years. 85% of staff are disengaged at work, and the phrase “I don’t want to work anymore” is more common than at any time in modern history. It’s manifested in quiet quitting, quiet firing, strikes, and RIFs/Layoffs. We can ignore this problem and hope it miraculously disappears, or we can proactively address it. The organizations brave enough to take this challenge head-on will thrive for the foreseeable future, while others obsessed with the status quo will become as obsolete as Blockbuster Video.
This talk explores the bold steps we need to heal the divisions within workplaces using a play-oriented approach to work. The only way to find unique solutions to these significant issues that organizations have been too afraid to face is through a play mindset. We will identify immediately actionable strategies to mend the divide between C-Suite executives, managers, and staff. Together, we can choose what direction we want the future of work to go. The question we must answer is: What are we willing to do to create a work culture where not only the organization can thrive but where our people finally become the priority?
How Ted Lasso's Leadership Style Can Help You Build Psychological Safety - Sa...Jeff Harry
85% of employees are disengaged at work. Staff leave because they don't feel seen, heard, or appreciated. Who knew the answer to this lies in a show called Ted Lasso? Ted's leadership style is vital for companies because it demonstrates the effectiveness of a more holistic and inclusive approach to being a leader. It combines empathy, intuition, and collaboration, which creates a compassionate work culture. He balances it with cultivating assertiveness, decisiveness, and accountability, which leads to a more productive and results-oriented work culture. Ted Lasso also embraces play as crucial to building camaraderie and a solid foundation for AFC Richmond.
In this workshop, we will explore how play and positive psychology are essential to building psychological safety in this surreal new reality of work. We will analyze through the lens of Ted Lasso what currently needs to be added to your workplace that would create the culture your staff is looking for to feel comfortable playing. Finally, we will determine the initial steps you need to take to create a "stay curious" environment where staff can do their most vibrant work.
Making Work Suck Less: Healing Workplaces Through Play - Rediscover Your Play...Jeff Harry
There is a growing animosity between employers and employees that we all have felt these past few years. 85% of staff are disengaged at work, and the phrase “I don’t want to work anymore” is more common than at any time in modern history. It’s manifested in quiet quitting, quiet firing, strikes, and RIFs/Layoffs. We can ignore this problem and hope it miraculously disappears, or we can proactively address it. The organizations brave enough to take this challenge head-on will thrive for the foreseeable future, while others obsessed with the status quo will become as obsolete as Blockbuster Video.
This talk explores the bold steps we need to heal the divisions within workplaces using a play-oriented approach to work. The only way to find unique solutions to these significant issues that organizations have been too afraid to face is through a play mindset. We will identify immediately actionable strategies to mend the divide between C-Suite executives, managers, and staff. Together, we can choose what direction we want the future of work to go. The question we must answer is: What are we willing to do to create a work culture where not only the organization can thrive but where our people finally become the priority?
Learning Objectives:
1. Dive into the widening employer and employee disconnect and how to mend it.
2. Identify the most critical issues organizations are avoiding and how to heal this workplace division.
3. Determine actionable strategies that can be applied immediately in the workplace so managers and staff can find a way to help each other do their most vibrant work.
How Your Biggest Workplace Issues Can Be Solved With A 4-Day Work Week - Redi...Jeff Harry
The 40-hour workweek is done. It is antiquated, counterproductive and doesn’t fit in the future of work. This arbitrary work week was instituted almost a century ago and hasn’t been altered ever since. What if the most significant workplace issues you face in recruiting, retention, burnout, profitability, productivity, and achieving a healthy work culture all could be solved by removing one day of work?
Major companies have implemented the 4-day work week to resounding success. Some countries are considering making it a requirement. The organizations willing to be the first will have the easiest time recruiting and retaining staff because it shows that they prioritize people over profit. Ironically, many companies implementing this have proven more profitable than their counterparts in the long run.
This workshop will explore the origins of the 40-hour work week and why it is becoming obsolete. We will dive into the benefits of a 4-day, 32-hour schedule and how to make the case to your leadership team. Finally, we will determine specific action steps you can do right now to test this theory yourself in your workplace.
We all know that we should be working smarter, not harder. How far are you willing to go to be at the forefront of the future of work?
76% of employees are disengaged at work. Staff eventually leave because they don't feel seen, heard, or appreciated. Who knew the answer to this lies in a show called Ted Lasso? Ted Lasso's leadership style, which combines both feminine and masculine traits, is vital for companies because it demonstrates the effectiveness of a more holistic and inclusive approach to being a leader. Divine feminine leadership emphasizes empathy, intuition, and collaboration, which creates a compassionate work culture. Healthy masculine leadership cultivates assertiveness, decisiveness, and accountability, which leads to a more productive and results-oriented work culture. Combined, this approach builds the strongest and most effective teams.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive ready to embrace a Ted Lasso standard of leadership where our people are our priority. Is your company ready to follow through on the values plastered on your walls?
Learning Objectives
1. Identify the leadership traits Ted Lasso exhibits that embrace healthy masculine and divine feminine qualities
2. Learn how to incorporate aspects of Ted Lasso’s leadership that are currently missing within your management style
3. Determine immediate action steps that can be applied to ensure your staff feels seen, heard, and appreciated, so you can help them do their most vibrant work
Building Psychological Safety Through Play 2023 - Jeff Harry.pptxJeff Harry
Managers often associate “playing at work” with goofing off or wasting company time and money. But what if play was a crucial component to building a solid foundation for your team? What if it could help create a sense of belonging and psychological safety in the workplace and rekindle morale — especially surrounded by all this uncertainty?
In this workshop, we will explore how play is vital to building
camaraderie in this surreal new reality of work. We will analyze what is currently missing from your workplace that would create the psychological safety your staff is looking for to feel comfortable playing. Finally, we will determine what are the initial steps you need to take to create an environment where staff can do their most vibrant work.
How Gratitude Can Connect Your Employees Back to Their Why - 2023.pptxJeff Harry
The biggest reason employees leave organizations is that they don't feel seen, heard, appreciated, and valued. How managers communicate their appreciation to their employees establishes how successful a team will be.
What are your leaders doing to communicate their gratitude towards their staff? How can recognizing and celebrating your employees' successes dramatically improve team chemistry and build psychological safety? Consistent gestures of gratitude towards staff have proven to improve productivity, strengthen relationships and subsequently build a happier workforce. Gratitude, among other emotional intelligence skills, typically does not get the credit they deserve in establishing the culture of an organization.
In this workshop, we will explore the impact gratitude and celebration can have on a team, examine the psychological ripple effects gratitude can have on an entire company, and break down what actionable gratitude exercises can be implemented in real-time at your organization. It’s incredible how powerful a simple thank you can be, especially during these tumultuous times.
Why Ted Lasso's Feminine & Masculine Leadership Matters.pptxJeff Harry
76% of employees are disengaged at work. Staff eventually leave because they don't feel seen, heard, or appreciated. Who knew the answer to this lies in a show called Ted Lasso? Ted Lasso's leadership style, which combines both feminine and masculine traits, is vital for companies because it demonstrates the effectiveness of a more holistic and inclusive approach to being a leader. Divine feminine leadership emphasizes empathy, intuition, and collaboration, which creates a compassionate work culture. Healthy masculine leadership cultivates assertiveness, decisiveness, and accountability, which leads to a more productive and results-oriented work culture. Combined, this approach builds the strongest and most effective teams.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive ready to embrace a Ted Lasso standard of leadership where our people are our priority. Is your company ready to follow through on the values plastered on your walls?
Navigating Difficult Conversations Through Play - 2022.pptxJeff Harry
Does the idea of having challenging conversations make you cringe? It doesn't need to! Communication is a sandbox, and when you play in it, it can lead to building trust, establishing inclusivity, and creating psychologically safe spaces where people can thrive. If we don't talk, we can't learn, and ultimately relationships fracture.
We will facilitate a series of experiential activities that will provide you with play-oriented tools to practice exploring language and tone, shifting perspectives, and questioning the stories in your head. Let us help you redirect the mental energy currently devoted to unhealthy coping mechanisms and channel it towards identifying the underlying obstacles getting in the way of understanding each other. Replace confusion with clarity by adjusting your communication habits that will help build a stronger, healthier future for us all.
Learning Objectives
1. Learn play-oriented tools to practice exploring language & shift perspectives
2. Address the underlying issues getting in the way of understanding each other
3. Identify actionable strategies to have that difficult conversation you have been avoiding for far too long
Extinguishing Burnout Through Play Workshop - 2022.pptxJeff Harry
Extinguishing Burnout By
Rediscovering Your Why Through Play
Burnout is at an all-time high, yet most proposed solutions focus on analyzing burnout rather than finding answers for it. What if the answer is finding your why through play? Life demands a lot from us, but are we creating space for ourselves to do our best work and enjoy the journey?
Studies have found that we are 500% more productive when we are in a state of flow. Also, being in flow provides a certain level of fulfillment and joy, as we learn to appreciate the process over the results. In this interactive workshop, you will learn how to use positive psychology techniques to help find your why, explore your play values, and rediscover actionable ways to get into flow, so you can be and do your best work.
KCBADD - Extinguishing Burnout Through Play 9-30-22.pptxJeff Harry
KCBADD Presentation 9-30-22
Extinguishing Burnout By
Rediscovering Your Why Through Play
Burnout is at an all-time high, yet most proposed solutions focus on analyzing burnout rather than finding answers for it. What if the answer is finding your why through play? Life demands a lot from us, but are we creating space for ourselves to do our best work and enjoy the journey?
Studies have found that we are 500% more productive when we are in a state of flow. Also, being in flow provides a certain level of fulfillment and joy, as we learn to appreciate the process over the results. In this interactive workshop, you will learn how to use positive psychology techniques to help find your why, explore your play values, and rediscover actionable ways to get into flow, so you can be and do your best work.
Learning Objectives
1. Identify why we are currently experiencing a burnout crisis
2. Reconnect with our why at work & tap back into our flow
3. Identify actionable strategies to do the work that makes us come most alive
ATD Baton Rouge - Extinguishing Burnout Through Play 9-27-22.pptxJeff Harry
ATD Baton Rouge
Extinguishing Burnout By
Rediscovering Your Why Through Play 9-27-22
Burnout is at an all-time high, yet most proposed solutions focus on analyzing burnout rather than finding answers for it. What if the answer is finding your why through play? Life demands a lot from us, but are we creating space for ourselves to do our best work and enjoy the journey?
Studies have found that we are 500% more productive when we are in a state of flow. Also, being in flow provides a certain level of fulfillment and joy, as we learn to appreciate the process over the results. In this interactive workshop, you will learn how to use positive psychology techniques to help find your why, explore your play values, and rediscover actionable ways to get into flow, so you can be and do your best work.
Learning Objectives
Identify why we are currently experiencing a burnout crisis
Reconnect with our why at work & tap back into our flow
Identify actionable strategies to do the work that makes us come most alive
SHRM Atlanta - Helping Your Staff Rediscover Their Flow Through Play Jeff HarryJeff Harry
SHRM Atlanta 9-15-22
We often measure our self-worth through our achievements and external results. Many people define success as accomplishing a specific goal or purpose while overlooking how they got there. Fulfillment and happiness exist when you can let go of the results, follow your curiosity, and enjoy the ride.
Research shows that the more we play, the more open we are to the countless possibilities in front of us. In this interactive workshop, you will identify your play values, engage in brainstorming sessions to help find your play, and discover actionable ways to get into flow.
Helping Your Staff Rediscover Their Flow Through Play - Tri-State SHRM Texark...Jeff Harry
We often measure our self-worth through our achievements and external results. Many people define success as accomplishing a specific goal or purpose while overlooking how they got there. Fulfillment and happiness exist when you can let go of the results, follow your curiosity, and enjoy the ride.
Research shows that the more we play, the more open we are to the countless possibilities in front of us. In this interactive workshop, you will identify your play values, engage in brainstorming sessions to help find your play, and discover actionable ways to get into flow.
Learning Objectives:
Learn about the science behind flow/play and how this affects productivity & focus
Practice positive psychology techniques that help connect your work to your purpose
Identify your play values and how they can be utilized to tap into your zone of genius
Extinguishing Burnout By Rediscovering Your Why Through Play Workshop - Idaho...Jeff Harry
Idaho Non-Profit Summit
Burnout is at an all-time high, yet most proposed solutions focus on analyzing burnout rather than finding answers for it. What if the answer is finding your why through play? Life demands a lot from us, but are we creating space for ourselves to do our best work and enjoy the journey?
Studies have found that we are 500% more productive when we are in a state of flow. Also, being in flow provides a certain level of fulfillment and joy, as we learn to appreciate the process over the results. In this interactive workshop, you will learn how to use positive psychology techniques to help find your why, explore your play values, and rediscover actionable ways to get into flow, so you can be and do your best work.
Extinguishing Burnout By Rediscovering Your Why Through Play - DHRMA.pptxJeff Harry
Burnout is at an all-time high, yet most proposed solutions focus on analyzing burnout rather than finding answers for it. What if the answer is finding your why through play? Life demands a lot from us, but are we creating space for ourselves to do our best work and enjoy the journey? Studies have found that we are 500% more productive when we are in a state of flow. Also, being in flow provides a certain level of fulfillment and joy, as we learn to appreciate the process over the results. In this interactive workshop, you will learn how to use positive psychology techniques to help find your why, explore your play values, and rediscover actionable ways to get into flow, so you can be and do your best work.
Learning Objectives
- Identify why we are currently experiencing a burnout crisis
- Reconnect with our why at work & tap back into our flow
- Identify actionable strategies to do the work that makes us come most alive
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
4. RediscoverYourPlay.com @jeffharryplays
Topics We Are Covering
Delve into the
impact toxic staff
have on orgs
Explore the
costs to keep
a toxic person
Learn techniques
to diffuse the
toxicity at work
Identify strategies
to address your
own toxic person
The types of
toxic people
at work
RediscoverYourPlay.com/shrmsavannah
@jeffharryplays
5. WHAT MAY BE YOUR CHALLENGES
• You want to make a difference, but you are being
blocked
• You don’t have a lot of resources or support
• You are at your wits end and don’t know what to do
RediscoverYourPlay.com/shrmsavannah
@jeffharryplays
8. • Play
• Relationships over short-term
profits
• Followed Our Curiosity & Intuiton
• Focused On Inspiring Staff
• Avoided Hiring & Rewarding Toxic
Staff Members
Built The Largest
LEGO-Inspired STEM
Organization In The U.S.
RediscoverYourPlay.com/shrmsavannah
@jeffharryplays
9. A-HOLE LEADERSHIP
DROVE THE GREAT RESIGNATION
The Great Resignation
RediscoverYourPlay.com/shrmsavannah
@jeffharryplays
20. HOW DOES DEALING
WITH THIS TOXIC
PERSON AFFECT
YOUR WORK?
RediscoverYourPlay.com/shrmsavannah
21. What Just Happened…
• Storytelling connects our shared experience
• A great reminder that you are not alone
• Shared experience that builds empathy
• Begin to open up and be more vulnerable
RediscoverYourPlay.com/shrmsavannah
22. Toxic People Make You Stupid
Performed 25%
worse
Mean
9 Times Less
Likely To Help
RediscoverYourPlay.com/shrmsavannah
23. Toxic Staff costing US
business approximate
$223 Billion Dollars in
the past 5 years due to
turnover
*Source: SHRM "The High Cost of a Toxic Workplace Culture:
How Culture Impacts the Workforce—and the Bottom Line”
$$$
RediscoverYourPlay.com/shrmsavannah
24. Reality: Toxic Staff Costs
Companies Billions Each Year
RediscoverYourPlay.com/shrmsavannah
25. The Impact of
Toxicity
At Work In Real Time
$340,000,000
In Losses
RediscoverYourPlay.com/shrmsavannah
26. How Much Does Toxic Staff
Cost A U.S. Company?
Lost Revenue /Employee
In Productivity $14,000*
*Michigan State University Study: How incivility spreads in the workplace
Cost To Recruit &
Train New Staff $30,000 - $45,000*
*SHRM Study Found It Cost 6 - 9 months of an employees salary to replace them
Cost To Defend An
Employee Lawsuit
$75,000 - $150,000*
*Litigation Cost Survey of Major Companies - USCourts.gov
RediscoverYourPlay.com/shrmsavannah
27. What Are Some New Revenue Generating
Ideas That Will Impact The Organization?
Revenue-Generating
Dramatically Improves Morale
Increases Innovation & Productivity
Reduces Absenteeism and Turnover
Provide Evidence To Your Executives with The Included Worksheet
Eradicate The Toxicity In Your Workplace
RediscoverYourPlay.com/shrmsavannah
29. Determine The Primary Motivations
& Drivers Of The Organization
• What Are The Main Goals Of Your Organization?
• What Are The Values Of The Organization?
• What Are The Main Drivers Of The Decision Makers?
• What Are The Primary Motivations Of The Toxic Staffer?
RediscoverYourPlay.com/shrmsavannah
30. FOR DEALING WITH THE
TOXIC PERSON AT
WORK!
RediscoverYourPlay.com/shrmsavannah
32. We Are Talking About Practice…
RediscoverYourPlay.com/shrmsavannah
33. Can You Make A Difference?
RediscoverYourPlay.com/shrmsavannah
34. Entry & Junior Level Staff
• Find allies & employees who have similar
issues
• Gather data/documentation on toxic staffers
• Recognize the leverage and access you
have
RediscoverYourPlay.com/shrmsavannah
35. Mid-Level Management
• Investigate why staff have left
• Did you lose or gain trust with
employees during the pandemic
• Focus on your circle of
influence
• Experiment with new ways of
leading staff
RediscoverYourPlay.com/shrmsavannah
36. Executive & C-Suite Level
• What is the worst behavior you
are currently tolerating?
• Reassess what metrics you are
measuring success by
• Start funding your committees
& resource groups
RediscoverYourPlay.com/shrmsavannah
37. Strategy & Implementation
• What Are Your Goals In Addressing This Toxicity At Your
Work?
• What Are The Initial Steps You Can Do To Begin?
• Who Are Your Allies That Can Help Implement This Strategy?
• What Are The Obstacles That May Get In Your Way?
RediscoverYourPlay.com/shrmsavannah
41. RediscoverYourPlay.com @jeffharryplays
Topics We Are Covering
Delve into the
impact toxic staff
have on orgs
Explore the
costs to keep
a toxic person
Learn techniques
to diffuse the
toxicity at work
Identify strategies
to address your
own toxic person
The types of
toxic people
at work
RediscoverYourPlay.com/shrmsavannah
@jeffharryplays
42. Let’s Dismantle
Toxicity At Work Together
RediscoverYourPlay.com/shrmsava
nnah
jeff@rediscoveryourplay.com
@jeffharryplays
Editor's Notes
Two part exercise.
Part 1: A-Hole to every one
If you did like it why do you think that is?
If you didn’t what about it made it feel that way?
Part 2: High fives to everyone
How did two environments feel?
Two part exercise.
Part 1: A-Hole to every one
If you did like it why do you think that is?
If you didn’t what about it made it feel that way?
Part 2: High fives to everyone
How did two environments feel?
Two part exercise.
Part 1: A-Hole to every one
If you did like it why do you think that is?
If you didn’t what about it made it feel that way?
Part 2: High fives to everyone
How did two environments feel?
Two part exercise.
Part 1: A-Hole to every one
If you did like it why do you think that is?
If you didn’t what about it made it feel that way?
Part 2: High fives to everyone
How did two environments feel?
Sharing our diffusion methods for A-Hole
#1. Redirecting The A-Hole
Give them a task If someone is negative person that keeps criticizing ideas and bringing down the momentum, you need to acknowledge them and give them a task, save their ideas to the end, after all the ideas and let us know the pros and cons.
2. Naming What Exists
Naming what exists and how it impacted you. A-hole that is bringing down momentum that is making them inferior, let them know how their words and actions impacted you, you don't know what their intent was, but it still impacted the group.
3. Your Boss Is The A-Hole
Naming what exists to your boss
Addressing it to the Powers that be, mentioning the impact it is having on the team, and whether they want tolerate it
Two part exercise.
Part 1: A-Hole to every one
If you did like it why do you think that is?
If you didn’t what about it made it feel that way?
Part 2: High fives to everyone
How did two environments feel?
