Catherine Mattice's Blog, page 14

Looking for Resources for Building a Positive Work Culture?

In the ever-evolving realm of modern organizations, there’s a shared understanding of the paramount importance of fostering a positive work culture. It’s no secret that a supportive and uplifting culture doesn’t just make employees happy, but it’s also the key for driving productivity and achieving remarkable outcomes. However, measuring the intangible aspects of work culture can be challenging. 

To find out how you’re doing on your journey to build a positive and respectful work culture, take this 30-second assessment. You’ll get results that will give you an idea of where your culture stands. Plus, you’ll get 20+ brilliant resources with your results!

 

Building a Positive Culture

Our CEO, Catherine Mattice, has dedicated more than a decade of her life to one mission – building a community of thriving individuals, starting at the place they spend the majority of their time: the workplace. Since 2009, she has been sharing her wisdom on fostering positive cultures across the globe, and we’re thrilled to give you a sneak peek into her incredible journey through her speaker reel!

Aside from speaking on this crucial topic, we also offer other services to help you create a positive workplace. Now, you might be thinking, “Hey, our culture is pretty solid, and we’re experiencing growth.” But do you have a strategic plan in place? Are you effectively communicating with your team? Do you have a plan to sustain your amazing culture? Take a moment to read our case study here on how we helped one of our clients sustain their culture by delving into the perceptions of their workforce through a climate assessment.

 

Nurturing a Positive Work Culture

If you’ve been putting a lot of effort into creating a positive culture, that’s awesome! But here’s the thing: if someone on your team is showing bullying behaviors, then your hard work is moot. Luckily, we have a webinar coming up on July 19th, 10am PST on “Workplace Bullies & Abrasive Leaders: Why They Act that Way and How to Make Them Stop.” This webinar is worth 1 SHRM PDC, so join us and gain a clear understanding and actionable tips for building a positive work culture through understanding and changing toxic behaviors!

Remember, a positive work culture is not built overnight; it requires continuous effort and shared commitment from leaders and employees alike. And you can always reach out to us to help you on your journey!

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How to Get Abrasive Leaders to Change

Abrasive leaders, also known as “workplace bullies,” engage in aggressive behavior because they are truly unaware that their actions cause so much damage to those around them. A lot of times, they are labeled as narcissists or gaslighters because they display these kinds of behaviors. Sure, they know they’re seen as hard managers to work with, but they probably think their management style makes them effective leaders. 

This lack of awareness is the reason your conversations about behavior change aren’t working. They discount your feedback, or think employees are incompetent. Here’s a script you can use to get their attention:

You: “We’ve had a steady stream of complaints about perceptions of interactions with you – we don’t see this with other managers. This is not acceptable and cannot continue.”

 

Abrasive leader: “You weren’t there.” “They need to be managed that way.” “They make too many mistakes.” “Why are you taking their side?”

 

You: “I don’t know what happened; I wasn’t there.  But I do know one fact: several people feel they are being treated disrespectfully, and that one fact has to change.” 

Notice you’re not engaging in a “fact battle” but instead arguing one very true fact that is inescapable – people believe the behavior is too aggressive, and that has to change. And to help you better understand and change these behaviors, we’re offering a FREE WEBINAR on “Workplace Bullies & Abrasive Leaders: Why They Act that Way and How to Make Them Stop” on July 19th, 10 a.m. PST! This webinar is worth 1 SHRM PDC, so claim your spot now!

PS. Check out Catherine’s TEDx Talk on workplace respect and kindness, where she talks about the importance of being an upstander when witnessing bullying behaviors. To help your company foster an upstander culture, you can check out Catherine’s LinkedIn Learning course, Bystander Training: From Bystander to Upstander or reach out to us to implement this training in your workforce!

 

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10 Useful Employee Performance Review Phrases

Performance reviews can be quite a challenge, for managers and employees alike. As a manager, you bear the responsibility of providing feedback to your team members, and that can be quite daunting, especially if you’re new to the role. Believe me, I know from personal experience!

However, it’s crucial not to overlook the importance of performance reviews. Studies have shown that highly engaged employees are significantly less likely to leave their jobs, and conducting effective performance reviews plays a vital role in shaping the overall employee experience.

That’s precisely why we’ve compiled this handy list of performance review phrases. This resource will assist you in recognizing positive performance and identifying areas for improvement to help you navigate the complex terrain of employee evaluations and offer feedback that will truly motivate and inspire your team.

 

Recognizing Positive Performance

You excel at [action]. I would love to continue seeing that from you!

With this phrase, you’re highlighting and praising the employee’s action that you’d love to see them continue doing. By acknowledging this positive behavior, you’re making it clear to the employee that their action is valued and appreciated. 

Examples:

Your ability to take the initiative in streamlining our internal processes is truly impressive. I greatly value your proactive approach and would love to see more of it in the future!I want to acknowledge your exceptional time management skills, which consistently allow you to deliver high-quality work on time, even amidst tight deadlines and competing priorities. Keep up the great work!Your collaboration skills during our recent cross-functional project were outstanding. I encourage you to continue bringing that level of teamwork to future projects!I noticed how you actively seek opportunities to expand your knowledge and skills, as demonstrated by your attendance at webinars and conferences. Keep up the fantastic work!I truly appreciate your commitment to maintaining high standards, and I encourage you to keep up the excellent work!

 

Identifying Areas of Improvement

It appears that you could make progress in [action] considering [reason].

With this phrase, you’re not just pointing out a particular behavior that deserves attention, but also offering a well-founded explanation as to why improving it would be truly advantageous.

Examples:

An area you could improve is receiving feedback – you always become defensive but maintaining an open mind, and responding constructively to feedback can help you grow.Considering the importance of conveying your message effectively, you have the opportunity to improve the way you write emails. Taking the time to review and proofread will greatly enhance your communication skills.An area of improvement to consider is your tendency to micromanage your team members’ tasks. While it’s important to ensure quality and alignment, excessive involvement can hinder their autonomy and growth. I think you could improve on staying focused during meetings. Multitasking may seem efficient but it can be perceived as disengagement and may impact the quality of your contributions.I would love to see you take more ownership of your mistakes. Everyone makes them, but the resolution is much smoother if there’s no finger-pointing.

 

Remember..

When providing employee performance review, it’s important to foster a two-way conversation. Don’t forget to ask follow-up questions like:

“What suggestions do you have for making adjustments?” “How can I support your success?” 

It’s also helpful to discuss a reasonable timeframe for implementing these changes. 

If you still need additional guidance, consider exploring Catherine’s LinkedIn Learning course, “Human Resources: Building a Performance Management System”. It offers valuable insights and resources to further enhance your knowledge in this area, or reach out to us!

PS – Civility Partners has once again been named one of San Diego’s Top Executive Training Companies, as acknowledged by San Diego Business Journal! We are honored to have received this recognition for the fourth consecutive year!

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5 Steps for an Efficient Succession Planning

What happens when the CEO of your organization suddenly resigns or retires? Are you confident that there is someone ready to step up and fill the leadership gap? 

That is why succession planning is vital to every organization. Succession planning can help ensure a smooth transition of leadership and maintain continuity in the face of unexpected changes. 

Starting a succession plan can be daunting, but the first step is to recognize that leadership is not limited to a select few individuals. Instead, effective organizations believe that leadership potential exists at all levels and focus on nurturing and developing leadership qualities throughout the organization. By doing so, they create a culture of leadership and ensure that the organization is well-positioned to respond to unexpected changes and challenges.

 

Succession Planning Steps

These five steps will help ensure that your organization is well-prepared to meet its future leadership needs and maintain long-term stability and growth.

 

1. Identify Critical Roles

To begin the succession planning process, start by identifying the key positions within your organization that are critical to its success. These positions may include but not limited to:

Executive leadershipSales and marketingTechnical expertsOperational managementSuccession planning manager

These positions may be difficult to fill, require specialized knowledge or skills, or are essential to the organization’s long-term growth and stability. Identifying these key positions is essential to creating a robust and effective succession plan.

 

2. Evaluate Potential Candidates

After identifying the critical roles in your organization, the next step is to evaluate potential candidates who have the skills, knowledge, and experience to fill those positions. It’s important to not only consider technical skills but also leadership potential, and work ethic within the organization. 

Take the time to evaluate your potential leaders based on a holistic set of criteria. This will help you make sure that you’re not just looking at one aspect of their abilities. And when you do find that perfect candidate, make sure they’re committed to their own growth and development within the organization.

 

3. Create a Development Plan

So you’ve identified potential leaders in your organization and evaluated them based on a holistic set of criteria. Great job! The next step is to create a development plan to help them acquire the skills and experience they need to take on critical roles in the future.

This is where ongoing training comes in. It’s important to provide your potential leaders with the resources and support they need to develop their skills and knowledge. Pairing them with experienced mentors can also be beneficial, as they can offer guidance and advice along the way, including shadowing ang giving hands-on experience to the role.

 

4. Monitor Progress

Monitoring the progress will help you identify any areas where additional training or support may be needed, as well as help you gauge their readiness to take on the critical roles. Here are some strategies that can be used to monitor the progress of potential candidates:

Performance ReviewsSuccession Planning MeetingsFeedbackSkills AssessmentsJob Simulations

Through this, you can ensure that your succession plan remains on track and that your organization is well-prepared for the future.

 

5. Review and Update Regularly

Creating a succession plan is like planting a tree – it requires constant care and attention to ensure its growth and survival. As your organization evolves, so too must your succession plan. Regularly reviewing and updating your plan is crucial to ensure it remains relevant and effective.

Changes in the external environment can also impact your succession plan. By staying vigilant and adapting to changes, you can ensure that your organization remains strong and competitive in the face of any challenges. 

 

How We Can Help You

One of our recent successful projects involved working with a large housing authority. After conducting a survey, we identified that employees were looking for career advancement opportunities. To meet this need, we developed and implemented a pilot program, which was well-received!

In terms of small business owners, who often don’t have a succession plan- we can speak how to define what a successful successor should look like, how to pick them and how to train them. Because we focus on building positive work cultures, we always see this as a culture building opportunity to make sure your successor will meet and honor your company values and retain talent that business owners took time to build. 

By prioritizing succession planning as part of an overall talent management strategy, HR and organizational leaders can help ensure their organizations are prepared for the future and remain competitive and agile. Give us a call and let us help you future-proof your business!

The post 5 Steps for an Efficient Succession Planning appeared first on Civility Partners.

How to Establish a Budget for Training and Development Initiatives

Training and development is a vital aspect for any organization that wants to invest in its employees’ growth.

Over here at Civility Partners, we often receive inquiries from people seeking guidance on developing their training programs and wondering how we can help. Sometimes, when we ask about their budget the response is, “it depends.” Or, “We’re not sure; what’s your price?”

If that sounds like you, know you don’t have to go into calls with potential learning and development vendors blind. Below are some areas to consider as you build out your initiatives. Hopefully we can help you get some clarity on what you’re in for budget-wise.

 

How Much Do Most Companies Spend on Training and Development?

The 2021 Training Industry Report published by Training Magazine indicated the average company spent $1,071 per employee on training in 2021. When looking at the average based on size:

Small companies (100-999 employees) spent the most per employee at $1,433, even though they decreased their spending by over $200 per employee from the previous year. Mid-sized companies (1,000-9,999 employees) nearly doubled their spending per employee in 2021, up to $902. Large companies (over 10,000 employees) decreased the training amount spent per employee by 20%; from $924 in 2020, to $722 in 2021.

If that feels expensive to you, shift your thinking a little bit and consider that you’re giving your team the tools they need to succeed in their roles. It may come at a cost, but there’s a return on investment (ROI) as people work harder and smarter with the tools they learn in training and development programs. 

For example, if a manager addresses poor behavior (e.g., gossip) correctly and using the tools they gained in training on addressing poor behavior, you’ve already recovered what you spent in training. Left unchecked, that behavior would’ve turned into a lot of wasted time by everyone in the team complaining or being distracted by it. And, it would’ve ended up being a lot of time spent by HR if the complaint had escalated.

 

Tips to Establish a Budget for Training and Development

Your budget is one way your organization communicates goals to employees for the upcoming year. Here are some tips to help you establish it.

 

1. Training Needs Analysis

Before allocating a budget for employee training, it’s essential to identify the areas where your workforce needs the most development. Conducting employee surveys or climate assessments can help you determine the knowledge and skills gaps within your team, so you can address them through training programs.

In addition to data, it’s also important to gather feedback from your employees directly. Asking questions like:

What work processes could we improve?What’s the most challenging part of your job?What skills would you like to develop in your role?

These questions can provide valuable insights into the specific training needs of your team.

And, by involving your employees in the decision-making process you show them you value their input. You also gain their buy-in and support for the training initiatives you ultimately choose to implement.

 

2. Training Goals and Objectives

When it comes to training goals and objectives, it’s important to ensure your training program aligns with your company’s overall business objectives. So, it’s essential to have a clear understanding of what those objectives are. Sit down with your senior leaders to discuss the goals, and challenges facing your organization, and how your department can contribute to company success.

Our training inquiries are often focused around solving a company culture problem. Perhaps there’s high turnover, people are engaged in toxic behavior, or a recent survey shows people are unhappy. Even in these cases, it’s important to understand the goals, and what exactly will help you achieve them. For example, is it educating people on harassment, or teaching them about inclusivity, that will turn things around? Or, is it something else entirely, like changing up a system for accountability, that’s needed?

In addition to considering what you want employees to learn, you have to think about how you’ll know it was learned and even better, it’s in practice.

If the goal is to increase market share by 10%, for example, it’s important to discuss how your team plays a role in that goal with organizational leaders. Through a needs analysis, you can then understand the skill gaps, and now you can propose training programs that are attached directly to the company goal. You’ll know the training was successful when the company achieves its 10% market share increase.

By the way, according to the Association for Talent Development (ATD), companies that invest in training enjoy a 24% higher profit margin compared to those that don’t. By investing in your employees, you’re telling them you believe in their potential and want to help them succeed. Of course, this inspires engagement and retention. 

 

3. Delivery Method

Choosing the right delivery method is key to maximizing your training budget. In-person training can be great for team-building as it is very interactive, but it can also result in some pretty steep expenses. You have to factor in:

Travel and accommodationTraining venueCatering costsTraining materials

Online training, on the other hand, is a more cost-effective option that can reach a larger audience. You can bring together your entire team, regardless of where they are in the world, and provide them with the training they need to succeed. Plus, you can save on printing costs, as everything can be delivered digitally and the training recorded for future use.

When it comes to the duration of your training, it’s important to strike a balance between providing enough time to cover all the necessary material and keeping the cost under control. 

 

4. Training Provider

The options are to do it yourself (in-house), bring in an external training provider, locate some online courses, or a mixture of these options. Weigh them carefully before making a decision.

Obviously, doing a training in-house is cheaper than an external provider, but will the training be as effective as an external expert who’s been delivering training on that topic for years? Probably not. 

And, a more experienced trainer may charge more than a less-experienced one, but they are probably better at achieving the desired results. (Check out our amazing trainers here, by the way 🙂)

Pricing of online courses can vary, but before considering that as an option determine if it’s the best venue for relaying the information and inspiring behavior change attached to business results. 

 

5. Number of Training Programs

While a one-off standalone training can be helpful, it’s crucial to provide ongoing training for your employees. It requires more significant investments, but it offers more opportunities for sustained growth and development.

It’s essential to keep in mind that our brains are not retention superheroes. We can only remember so much information at a time, and as time goes on, our memory fades faster than a summer tan. Research shows that we can only recall about 80% of material immediately after training, and that number drops significantly over time to 10%. That’s why it’s crucial to have ongoing training to ensure information sticks, and behavior changes are sustained.

 

What Happens Next?

It’s important to note that good training may not be free or cheap, but increased employee satisfaction, improved productivity, and better business outcomes are just a few of the many rewards.

Recently, one of our clients indicated in a follow up survey that 40% of employees had used a tool they gained from our training on being an upstander (stepping in when you witness poor behavior) over the last year. Consider how we reduced complaints to HR and the possibility of behavior escalating into something worse. Return on investment, baby!

Our training programs are designed to maximize employee learning in key areas such as civility, communication, and allyship, and many more. We understand that simply providing training is not enough, which is why we work closely with you to create, develop, and execute programs that are tailored to your company’s unique needs and challenges. 

By partnering with us, you can be sure that your employees will receive training that is both effective and engaging, and that will have a real impact on their ability to make a positive difference in your work environment! Remember, your employees are your greatest asset, and their growth is vital to the success of your organization!

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The Connection Between DEIB and Mental Health

In today’s ever-evolving work landscape, it’s refreshing to see organizations finally acknowledging the pivotal role of diversity, equity, inclusion, and belonging (DEIB) in cultivating a thriving workplace. At the same time, the growing recognition of mental health’s significance reflects employers’ understanding that the well-being of their employees is integral to overall organizational success.

As Mental Health Awareness Month draws to a close, it’s crucial to remember that our dedication to mental health should extend far beyond a specific time frame. It’s time to recognize and embrace the profound connection between diversity, inclusion, and mental well-being!

 

DEIB and Mental Health

Let’s take a closer look at how DEIB efforts directly influence mental health:

 

Creating Psychological Safety

Creating an inclusive and respectful workplace where employees feel embraced, valued, and respected has a profound impact on their mental well-being. In this environment, known as psychological safety, individuals can freely express themselves without fear of judgment or unfair treatment. 

This fosters open dialogue and creates a safe space where employees feel comfortable seeking the help they need. By prioritizing psychological safety, you unlock the true potential of your team, allowing them to flourish personally and professionally while fostering a culture of open communication and support. It’s like witnessing a breathtaking transformation, as each individual becomes their most authentic self!

 

Building Resilience

DEIB initiatives are like nurturing gardens that foster resilience in individuals from diverse backgrounds. It provides a supportive environment for personal growth, equipping employees with the tools to overcome adversity, including experiences of discrimination. 

Within this nurturing environment, individuals develop valuable coping skills and a strong sense of self-efficacy. It’s like tending to a garden, where it grows deep roots and thrives. These skills empower individuals to navigate challenges and maintain positive mental health, creating a workplace where everyone’s resilience can bloom and flourish.

 

Enhancing Employee Engagement

When you embrace and recognize the unique perspectives and contributions of your employees, something extraordinary happens. They become more engaged and committed to their work, experiencing increased job satisfaction and a profound sense of fulfillment. 

The inclusive nature of DEIB efforts acts as a supportive network, helping employees effectively cope with stress and fostering a healthier work environment where everyone can thrive together.

 

Integrating DEIB and Mental Health

To effectively integrate mental health and DEIB efforts, leadership plays a crucial role. Effective leaders prioritize mental health and DEIB hand in hand, creating a workplace where every individual feels valued, supported, and empowered to bring their whole selves to work.

One of the key responsibilities of leadership is to offer training programs and workshops that raise awareness about mental health, promote empathy, and equip employees with the tools to support their colleagues. 

As trusted experts in training and development, we specialize in customized training programs that equip organizations with the knowledge and tools to support employee mental health. Our comprehensive training, tailored to meet specific organizational needs, results in a thriving work culture, where employees are happy and empowered.

To further support organizations in their DEIB journey, LinkedIn has introduced a special offer. They have created DEI Actions for Individual Contributors Learning Path, which features Catherine’s course, “Bystander Training: From Bystander to Upstander.” The course is available for free until the end of the month, providing an opportunity for individuals to enhance their knowledge and skills in promoting DEIB and how to contribute meaningfully as an ally in your organization.

It’s important to remember that an inclusive and mentally healthy workplace doesn’t just benefit individuals, but also contributes to the organization as a whole.

 

Sincerely,

The Civility Partners Team

 

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Rebecca Del Secco: Six Years With Civility Partners!

We would like to take a moment to celebrate and recognize the incredible contributions of Rebecca Del Secco, our exceptional People & Culture Consultant, who has dedicated six remarkable years to Civility Partners. 

Rebecca began her journey with us as an intern, consistently going above and beyond expectations, and has since become an invaluable consultant, making significant contributions both internally and externally.

Check out this video that we have created, taking you on a nostalgic trip down memory lane, highlighting Rebecca’s remarkable journey with us!

 

Catherine and Rebecca, being office buddies, recently had a wonderfully intimate celebration to mark Rebecca’s anniversary. They even did a LinkedIn live to celebrate the 100th episode of Catherine’s Corner! Even though the rest of us are scattered across different remote locations, we didn’t want to miss out on the joyous occasion. So, we decided to throw an epic virtual celebration during our monthly impact lunch, which is the highlight of our every last Thursday of the month!

During this meeting, we showered Rebecca with heartfelt appreciation, shared our most cherished experiences with her, and offered our warmest wishes!

Kudos, Rebecca, for this outstanding accomplishment! Your determination and perseverance have led you to this well-deserved success! Best wishes as you continue to flourish in your career with our team! 

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Recognizing 5 DEIB Influencers in Unexpected Places

Picture this: a world where workplace culture is transformed not just by well-known DEIB influencers, but by unexpected heroes who wield the power of diversity, equity, inclusion, and belonging (DEIB) in their own unique ways. 

DEIB are increasingly recognized as crucial components of a successful workplace culture, and we recognize these individuals who may not typically be associated with the DEIB space, yet their contributions are critical to the success of DEIB efforts in the workplace.

 

5 DEIB Influencers

Let’s take a dive into the world of unexpected DEIB influencers and explore the ways they’re transforming workplaces for the better!

 

Brené Brown 

Brené Brown shattered the myth that being tough and perfect is the key to success. She is a renowned expert on vulnerability, shame, and empathy – all of which are essential components of creating a more inclusive and diverse workplace culture. 

Her work promotes the value of authenticity and human connection, which helps individuals foster more open and compassionate communication and a greater sense of belonging. This is definitely helpful for any organization to create a workplace where individuals feel seen, heard, and respected and where everyone can bring their whole selves to work. 

 

Adam Grant

Adam Grant is a powerhouse in the world of organizational psychology, using his knowledge and expertise to revolutionize the way we think about workplace dynamics. He is a master of motivation and collaboration, with ideas about perspective-taking and empathy that can help build understanding and trust among others who may come from different backgrounds, cultures, and identities.

This is definitely helpful for any organization looking to create more inclusive and innovative teams that are better equipped to address the challenges of today’s complex and rapidly changing business environment.

 

Marshall Goldsmith

Marshall Goldsmith is a well-known executive coach and author whose work focuses on leadership development and behavior change, and he has written extensively on the importance of humility, self-awareness, and accountability in effective leadership.

By helping leaders recognize and address difficult behaviors related to diversity and inclusion, Marshall’s coaching supports the development of more inclusive workplace cultures. Plus, his focus on humility and self-awareness helps leaders recognize their own biases and blind spots, making them better allies and advocates for DEIB initiatives.

 

Amy Edmondson

Amy Edmondson’s research on psychological safety is a game-changer for workplace culture. She has shown that creating an environment where employees feel comfortable speaking up and sharing their ideas is key to fostering innovation, growth, and learning.

But what does this have to do with DEIB? Well, in order to create an inclusive workplace where everyone’s voice is heard, it’s essential to have a culture of psychological safety. This is where Amy’s work comes in – by promoting the value of psychological safety, she’s helping to create a more equitable and diverse workplace culture. 

 

Catherine Mattice

Of course, our very own CEO and founder, Catherine Mattice, is on the list. She is a force to be reckoned with when it comes to creating a safe and inclusive workplace. Her expertise in coaching abrasive leaders and turning around toxic work cultures has helped numerous organizations foster a culture of respect and belonging!

Through her consulting and coaching, Catherine has helped numerous organizations of different sizes and industries create environments that are welcoming and inclusive to all. Her award-winning books and LinkedIn Learning courses are packed with practical advice and strategies for dealing with and turning around toxic work environments and promoting civility. 

And as a special offer, Catherine’s course, “Bystander Training: From Bystander to Upstander,” is free until the 31st! This course is featured on LinkedIn Learning’s DEI Actions for Individual Contributors Learning Path.

 

As a Final Point,

Regardless of their role or background, these unexpected DEIB influencers are true game-changers in the workplace. They’re breaking down barriers and paving the way for a brighter future where everyone feels valued and respected.

As the recent DEI report conducted by Development Dimensions International shows, the need for organizations to prioritize diversity, equity, and inclusion is greater than ever. We’re committed to being a part of the solution and helping organizations create truly respectful and happy teams that work well together.

As we continue to work towards a better tomorrow, we recognize that the contributions of these experts are crucial to success. We’re proud to be part of a community that values DEIB and is dedicated to creating a world where everyone has an equal opportunity to succeed.

If you’re ready to take the step toward creating a workplace where everyone feels valued and respected, don’t hesitate to get in touch. We’re excited to hear from you and help make your DEIB aspirations a reality!

The post Recognizing 5 DEIB Influencers in Unexpected Places appeared first on Civility Partners.

10 Songs About Inclusion to Play in your Office

In a diverse and inclusive workplace, it’s important to create an environment where all employees feel welcome and valued. One way to promote a sense of unity and acceptance is through the power of music. 

Playing songs about inclusion in your office can help inspire and uplift your team, and encourage everyone to appreciate and celebrate diversity. From classic hits to modern pop anthems, there are countless songs that promote messages of acceptance and unity. 

 

Songs About Inclusion

Let’s explore some of the best songs about inclusion to play in your office, and how they can help to promote a more inclusive and welcoming workplace culture.

 

“Rise Up” by Andra Day 

Rise Up has become a popular anthem for social justice and equality movements, making it a relevant and timely choice for businesses that value diversity and inclusion. Playing this song in the office can show employees that the company is committed to creating a welcoming and inclusive environment for everyone.

 

“Rainbow” by Kacey Musgraves 

 

This uplifting country-pop song is an uplifting message of hope and perseverance, which encourages people to embrace their differences and celebrate diversity. The song’s simple yet powerful lyrics and soothing melody can create a positive and inclusive atmosphere in the workplace.

 

“Same Love” by Macklemore & Ryan Lewis feat. Mary Lambert

 

Same Love tackles important issues surrounding LGBTQ+ rights and equality, and encourages listeners to embrace diversity and acceptance. The song’s catchy melody and memorable lyrics can spark important conversations about inclusion and social justice in the workplace.

 

“This Is Me” from The Greatest Showman Soundtrack 

 

This catchy and uplifting song gives empowering message of self-acceptance and celebrating individuality. The song’s anthemic and uplifting melody can inspire employees to be confident in who they are and embrace their unique qualities, contributing to a positive and inclusive workplace culture.

 

“Colors of the Wind” by Vanessa Williams 

 

This song from the Disney movie Pocahontas is a beautiful reminder to appreciate diversity and see the world through others’ perspectives.

 

“Fight Song” by Rachel Platten

 

This empowering anthem song is about resilience, empowerment, and finding strength within oneself. It promotes inclusivity by encouraging individuals to stand up for themselves and believe in their own power.

 

“Beautiful People” by Ed Sheeran feat. Khalid

 

This song celebrates inclusivity by emphasizing that true beauty lies in accepting and embracing people from all walks of life. It promotes the idea that everyone has value and should be treated with kindness and respect.

 

“Brave” by Sara Bareilles 

 

This song by Sara Bareilles is an empowering message about speaking up and being true to oneself, which can inspire employees to embrace their unique qualities and perspectives. 

 

“Scars to Your Beautiful” by Alessia Cara

It encourages self-acceptance and challenges societal beauty standards. Playing this song in the office can foster a positive and inclusive work environment by promoting self-worth, embracing diversity, and boosting morale. It can initiate conversations about body positivity and inclusivity, encouraging empathy and understanding among colleagues.

 

“Love Myself” by Hailee Steinfeld

 

Love Myself is a song about self-empowerment, self-acceptance, and embracing one’s individuality. It promotes inclusivity by encouraging individuals to prioritize their own well-being and to love themselves unconditionally. Playing this song in the office can inspire a positive and inclusive work environment, reminding employees of the importance of self-care and self-acceptance.

 

Why Play Songs About Inclusion

By incorporating these songs about inclusion into your office playlist, you can help create a more inclusive and welcoming workplace culture where all employees feel valued and respected. We have curated a YouTube playlist specifically for your office, featuring modern songs that promote inclusivity and celebrate diversity. This playlist includes the songs we just listed!

Music has the power to inspire and uplift, and by playing songs that celebrate diversity, you can promote a sense of unity and acceptance among your team. As we move further into 2023, let’s make a commitment to promoting inclusivity in the workplace, and what better way to do that than through the power of music? So turn up the volume, get inspired, and let’s work together to create a more inclusive and welcoming workplace for all.

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It Starts with You: The Power of Being an Upstander

Have you ever found yourself in a situation where you witnessed behavior that made you feel uncomfortable or uneasy, but weren’t sure how to respond? Maybe it was a situation where someone was being bullied or harassed, or perhaps it was a situation where someone was being discriminated against due to their race, gender, or other characteristics.

As a bystander, it can be challenging to know how to take action in these situations. However, by learning to become an upstander, you can make a positive difference in the world and help create a safer, more inclusive environment for everyone!

 

The Power of Being an Upstander

During my time at a previous organization, I encountered a situation where one of my colleagues, James, was teasing another team member, Rose, during our lunch break. It was clear to me that Rose was uncomfortable and hurt by the situation, which was causing delays in our project collaboration. As a responsible team member, I felt it was my duty to speak up.

Approaching James, I calmly explained that his teasing was making Rose uncomfortable and that it was not okay to continue (both names have been changed). Initially, James dismissed my concerns, insisting that it was all harmless fun and that Rose should learn to take a joke. But I persisted in explaining to him that his behavior and teasing bordered on bullying and were creating a negative work environment for everyone.

Eventually, he realized the impact of his actions and apologized to Rose. He made a conscious effort to be more mindful of his words and actions in the future, and he shared the lessons he learned from the experience with other team members. Rose thanked me upon learning I stood up to her.

Through this experience, I learned that being an upstander is not always easy, but it’s important to stand up for what’s right to create a positive work environment for everyone. While teasing and sarcasm can be part of company culture, it’s crucial to draw the line when it comes to bullying or harassment.

 

The Importance of Being an Upstander

Workplace bullying is a pervasive problem, but it’s not one that should be ignored. It’s essential to recognize the role that bystanders play in perpetuating the toxic culture that allows this behavior to continue. As an upstander, you can make a difference by taking action to address workplace bullying.

Being an upstander requires courage, but it can also be incredibly rewarding. When you speak up against inappropriate behavior, you are standing up for what’s right and setting an example for others to follow. Whatever action you take, it’s important to stay committed to creating a safe and respectful workplace for all. 

We’re actually glad to help you create positive work cultures, and we have resources available to help! Catherine’s course, “Bystander Training: From Bystander to Upstander,” is featured on LinkedIn Learning’s DEI Actions for Individual Contributors Learning Path, and it is free until the 31st! Make sure to spread the word about this awesome opportunity!  

Additionally, snag a copy of our guide, “16 Ways You Can Be A Better Ally” for free and equip your employees with the tools and confidence to make a difference in your workplace. 

Lastly, our training programs are designed to give your employees what they need to create a positive environment. We’ll work with you to create a customized plan that fits your needs and helps your employees become champions of positive change. Let’s partner to create a workplace where everyone feels supported and empowered!

The post It Starts with You: The Power of Being an Upstander appeared first on Civility Partners.