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3/6/2013
1
15th Annual SHRM Washington State Council15th Annual SHRM Washington State Council
Marcus Mann, Principal
Sound Predictions LLC
Hate, Bias, Bullies & TaboosConsiderations:
Amplify heart‐level training & communication
The need for a key overriding message/KOM
Share low cost strategies to enhance the learning platform g g p
Harness elevated emotion as the anchor for training
Best practice: On‐line, instructor‐led training, or a mix?
Look at one form of harassment seemingly on the rise
Collaboration: Leveraging peers, managers & executives
Merge‐messaging: Consider team‐teaching
“When we demand compliance we get compliance and nothing more. Foster a culture of respect and the need
for compliance becomes secondary.
A culture of respect always out performs compliance.”
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About the posters
From US, Canada, Australia & Europe
Published, prototypes & non published work
Permission is limited – not free to use
Photo ratings:
Note the number
Disregard if too light or extreme
“Yes, this image is within the range of
tolerance for training.”
Culture?
What’s changed in 20+ years?
3#1 Workplace Violation?
37.4% - Retaliation!Adverse actions against
victim & others
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Current target (Flawed): Head (85%) Heart (15%)
Head‐Level Campaigns (safe, not so effective):
Understanding the law is very important
Policy awareness is crucial
Understanding the penalties for retaliation a mustUnderstanding the penalties for retaliation a must
Law, Policy & Penalties lead to Compliance
Minor problem: Law, Policy & Penalties are limited in changing culture & promoting advocacy
Bigger problem: Policy (head‐level awareness) often vanishes in the emotional real world (where harassment thrives)
Amending flawed training
Heart‐Level Campaigns (Not‐so‐safe, but very effective):
Hate, bias & bullying: HEART‐level motive, may include malice of HEART, targeting the HEART of the victim
E l t f ti & d d b h i th di t Employee transformation & amended behavior are the direct result of a changed HEART
Advocacy: HEART‐level communication & support
Culture: The HEART of the organization!
Suggestion: Include law & policy. Amplify heart‐level delivery, imagery, guests & publications
Balanced training targets:
Compliance, advocacy & culture
Target the head (legalistic/policy) & heart (empathy/compassion, etc)
Highlight the realities of internal bias
Strong emphasis on behavior/performance2
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Curiosity taps the heart
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Internal bias is the issue … Failure to manage bias is the problem
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Understated?Or straight to the point?
5
10
Is humor okay?
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5
Got Diversity?Got Diversity? 4
Policy, interactive education & testing … the absolute best defense
Refresher every 2 years?
Should include instructor “dialogue”
Common flaw: Fail to include
social media, text, etc.
Should include non‐sexual bases of harassment (ADA, etc)
Emphasize retaliation!
Examples of retaliation!
Impacts of retaliation!
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Are we ready to move beyond tolerance?
Talk About It!
10
Inappropriate Attire Isn’t So Obvious!
Yes, it’s uncomfortable! Get specific anyway!
Passive Smoke Passive Smoke KillsKills6
Specifics create connection
Ambiguity is dangerous
Humanize the topic:
Ready to quit? Ready to quit? We can help!We can help!
Humanize the topic:
Guest speaker
Current events
Articles
Sterile, nonSterile, non‐‐specific training = superficial results specific training = superficial results
Realistic & graphic training = lasting resultsRealistic & graphic training = lasting results
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Why not rely on reality?
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It’s Harassment It’s Harassment
Once more,Once more,
Additional considerations:
Establish a realistic KOM for training & beyond Status Quo? Tolerance? Acceptance? Respect? Fair Play? Do the Right Thing? Think‐Decide‐Act?
Consider team‐teaching (legal & employee rep)
Try to be inclusive as you develop the message or KOM Try to be inclusive as you develop the message or KOM Delegate roles & tasks
Develop tags, icons & vivid visual support Strategically individualized to challenges & the company
Consider pop‐up reminders on desktops / email Authentic, hard‐hitting, possibly on a daily rotation
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2
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Diversity KEEP
IT FFUN 44
Balanced facilitation: The lively classroom
Instruction: Acknowledge/normalize bias in the first 15
Recent stories / broadcast news feeds
Panels / testimonials remain a powerful tool
Proximity exercises (get permission first)
SLMs & SLEs (significant learning moments/life events)
Readers / “first thought” assignments
Timed exercises / competition to amp up emotion
Difficult scenarios also anchor the message
1
9
Hey bully …
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Your daysare numbered
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Look at the numbers:
What do you consider tolerable?
1 – 3 = Traditional, low tolerance for change
4 – 7 = Willing to take a calculated risk
8 – 10 = No fear, unbridled creativity, likely have in‐house legal counsel on retainer
Recap:
Law & policy is crucial. Should it dominate training?
Normalize bias in the training session
Change the heart ‐ the head will follow
Remember: Retaliation is on the rise (1 of 3 cases)
Training & messaging takes place 365 days a year
Go unconventional & remain respectful
Customize & localize your campaign
Seriously consider group work over desktop applications
Create a KOM, a long‐term strategy, and be inclusive
Thank you!
Contact: Marcus Mann
206.501.9170
soundpredictions.com
EEOC Website: www.eeoc.gov