Catherine Mattice's Blog, page 18

Toxic Work Culture: Three Behaviors That Contribute

Way before working at Civility Partners, I suffered from a toxic work culture. Even though I loved my job, it was very tiring—emotionally, mentally, and physically. The work environment was very unhealthy, and because of that, I made the best decision of my life by leaving the company.

Individuals have different behaviors, and oftentimes, signs of toxic behavior are ignored, which plays a huge part in contributing to an unhealthy workplace.

Working at Civility Partners has given me the closure I never had. My closest teammates, Catherine and Rebecca, have been the best support systems ever. They’ve made me realize how great it is to work in a company with a healthy work environment!

What is a Toxic Work Culture?

In the words of our CEO, Catherine, “toxic work culture” is when an organization allows negative behaviors to occur. Toxic behavior can come in many forms and run on a spectrum from less harmful behaviors like incivility and unprofessionalism, up to more egregious behaviors like bullying, harassment, and even violence. 

 

Behaviors That Contribute to a Toxic Work Culture

Over time, Civility Partners has seen a variety of “under-the-radar” or seemingly harmless behaviors that are indicators of a toxic workplace culture, yet are frequently ignored.

 

1. Teasing

Effective communication is what makes for good business relationships. However, if you’re not being listened to, communication is only a one-way street, and you’re not feeling valued, it’s a clear indication a toxic work environment is either brewing or already in existence. 

Sarcasm and teasing are often a part of company culture – we get to know our peers and we have history with them. Teasing about some old mistake they made or some personal story they shared can come naturally. However, joking or teasing you about flaws or things you’re embarrassed to have everyone know about makes for poor relationships and can easily turn ugly. 

 

2. “Power Tripping”

Everyone in the organization has the right to be listened to. True leaders are not power hungry, but rather positive influences. People who engage in “power tripping” make decisions using their power without consulting peers or colleagues, and they use their power to make others feel inferior. They often misuse their power in disciplinary situations. 

Obviously, this behavior hurts the team’s psychological safety and leaves people feeling like they can’t be innovative for fear of the power coming down like a hammer. This of course results in lowered morale throughout your entire organization.

 

3. Manipulation

A person who engages in manipulation initially appears to be very supportive of all you do. When they feel they’ve gained your trust and are very friendly to you, they will then control how you see things from their point of view. Here are some examples of manipulation:

GaslightingDishonestyGuilt-trippingBlame-shiftingSilent treatment

This behavior can disrupt your relationship with your colleagues, as it causes you to dread coming to work each week and question your actions. You start wondering if your feelings are valid, if you’re valuable, and if you’re missing out on some reality that everyone else sees except you. The worst part is that manipulation might be so subtle that you might find yourself continuously focusing on your own actions rather than the other person’s, which makes it hard to seek help.

 

Four Solutions:

If one or more of these behaviors sounds familiar, understand that a toxic workplace is building up, or it already exists. Either way, now’s the time to put a stop to it, and here are some tips to do so:

Provide training for managers, employees, and the overall workforce on such topics as respect, civility, inclusivity, and being an upstander.Hold individuals accountable for their behavior and what they learn in training through your performance management system. Understand that gossip, for example, is a performance problem and should be treated no differently than any other disruptive behavior like showing up late or missing a deadline. Understand the root of the problem through a climate assessment. More than an engagement survey, a climate assessment can help you understand where problems are and how they hinder productivity, performance and relationships. Armed with that data, you can address the root causes of these and other types of problem behaviors.Foster a culture of transparency and open communication by starting with yourself. Engage in positive behaviors yourself, and watch as it influences your team.

 

Reach out to us if you’d like more information on where to get started. 

 

Sincerely,

Jenny & The Civility Partners Team

 

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Resolving Conflict: A Case Study

One of our clients had two employees who were struggling to get along. Both employees were key contributors, and the business owner was desperate for them to resolve their differences.

It all started when one employee (I’ll call her Susan) was quick to email out policy changes, which the other employee (I’ll call her Tiffany) perceived as snooty. On the flip side, Susan perceived Tiffany as gregarious and outspoken.

Over time, conflict erupted about every little thing. One didn’t acknowledge the other in the hall; fireworks. One didn’t answer the phone on time; fireworks. And on it went.

The owner was at a loss.

She was stressed, the conflict was lowering productivity for the two employees, and the tension was affecting the whole workplace. 

This was a job for our resident DISC trainer and coach, Toni. DISC is a leading assessment tool used to assist individuals in understanding their own communication preferences and develop skills for effectively communicating with others. Toni is our experienced conflict mediator (and all around amazing chick).

Both employees took the DISC assessment, and Toni met with each to review their results report.

Toni also put together a collaborative report, which juxtaposes the profiles and provides tools for each to communicate effectively with the other.

In one – yes you read that right – in ONE MEDIATION MEETING, the employees were able to resolve much of their conflict and set ground rules for communicating with each other moving forward. 

Toni finds that DISC cuts through a lot of “stuff” that can usually take several meetings to uncover. Holding a DISC report in their hands makes it easier for people to own their behavior, rather than having to spend several meetings getting people to see that the behavior even exists in the first place.

As a result of the mediation and DISC reports, Susan and Tiffany could see the differences in their communication styles and understand the natural areas where conflict was bound to erupt. 

Susan could see that Tiffany naturally likes to build relationships. Tiffany could see that Susan naturally focuses on procedures. Where Tiffany might share a change in policy by showing up at your desk to tell you about it, building a relationship with you in the meantime, Susan is focused on getting the procedure out clearly and concisely, seemingly without relationships on the mind at all. 

Knowing this, the employees could take responsibility for their part and develop plans for change.

And, the business owner can use the tool post-mediation. She can refer the employees to their results and provide ongoing coaching without Civility Partners’ help. 

Neat, right?

Situations like this one are bound to happen in any organization.

Even in our small office where employees are in speaking distance of each other, where we have regular team meetings, and where we get along quite well – things happen.

While our open office concept can foster collaboration, it doesn’t necessarily ensure effective communication.

Register for our March 19 webinar if you want to:Learn more about DISCGain insight on your communication preferencesGet some tools for conflict resolutionUnderstand how DISC profiles tie into employee engagement, orBrush up on personal leadership skills.

Our webinar’s going to be packed with all that and more. 

When it comes to communication, we could all use a little insight and a little self-awareness. It really does play a major role in creating and sustaining a collaborative company culture.

See you on the webinar!

Catherine

P.S. Join us and get some Q&A time with Toni. Ask her your burning questions about conflict resolution and she’ll no doubt have an inspiring answer.

 

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15 Tiny Habits To Kick Off Your New Year

If you’re anything like me, you kick off your New Year with all the lofty resolutions you can think of. In theory, it’s a great way to be intentional about your future. My problem in checking off those resolutions (and maybe yours, too) is twofold.

First, I set completely unreasonable goals for myself, forgetting the intricacies of my life and the unexpected obstacles that I may face. Second, as I fail to meet my goals, the negative self-talk starts further preventing me from reaching them. 

So this year, I’m using a new strategy and I encourage you to do it with me! 

Rather than focusing on those big lofty goals, start by establishing larger intentions and building them into behavior through smaller habits. Basically plant little positivity seeds and let them grow. 

You can do this in your personal and professional life. Since company culture and employee well being are at the top of my mind, I’ve created a list of 15 tiny habits you can implement for yourself (and encourage your employees to do the same). These are small but mighty ways to create a civil, inclusive culture in your teams. 

 

Intention #1 – Live the company core values 

Core values are the crux of behavior in any organization (and if they aren’t they should be). Try these five tactics for incorporating core values into your daily routine and see if other employees follow suit: 

Add a core value at the top of each meeting agenda. Put your favorite core value in your Zoom name each day. Ask one person on the team each week how they lived a core value. Use one core value in a sentence every week.Write down a core value you’d like to give attention to on a sticky note each week and attach it to your monitor. 

For more around core values, check out our list of 30 ways to ingrain core values into your organization. 

 

Intention #2 – Build positive relationships

Positive relationships are a key factor in company culture and in successful leadership. Building connection can come from small acts like:

Provide one full compliment a week to an employee. Each month pick one employee to have a one-on-one lunch with (in-person/virtually).Think of one relationship building question to ask in every meeting.Spend 5 minutes before each Monday meeting discussing the weekend. Say hello to each employee you see walking down the hall.

 

Intention #3 – Celebrate the little things

In a challenging business landscape it can be easy to forget about all the things you and your team accomplish along the way. After a small win you and your employees can:

 Give yourself a high five (or air five someone else). Throw imaginary (or real!) confetti.  Play the song Celebration! By Kool & The Gang. Say “good job” to yourself outloud.  Imagine yourself in your happy place (for me it’s on the sands of the Amalfi Coast). 

These are just a few of the many ways you can start creating positive habits that bleed into your teams and the organization as a whole. All of these small things will add up, and you can keep adding to your list as habits form and become second nature. 

Remember, think tiny! 

 

Sincerely, 

Rebecca & The Civility Partners Team 

 

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Can bullying leaders change? 3 tips for increasing their chances

As a coach specializing in coaching leaders who engage in toxic behavior, I’m often asked if these individuals can really change. 

 

The answer is YES! If the organization does their part. 

 

I speak from experience here as sometimes organizations hire me to single-handedly fix something they haven’t been able to fix for quite some time… years even. I appreciate the confidence in my skills, but I am not a miracle worker. 

 

If an organization really wants to see change in an abrasive leader’s behaviors, they (you) must do the following three things in conjunction with coaching: 

 

Before coaching commences, deliver a clear message about their behavior and your expectations for change.

It’s natural to avoid having a direct conversation with someone about their abrasive behavior; they’re seen as valuable and you’re afraid they’ll quit. That never actually happens, though, so hopefully I can ease your fears. 

During this meeting, provide clear and specific information about how the leader’s communication is perceived and why they’re being asked to change, describe your expectations for behavior and exactly what they must change, and be clear about the consequences if change doesn’t occur. 

Over the course of coaching, check in regularly.  

Checking in with the leader as often as you can shows you’re invested in their success, and it allows you to monitor their participation. You should check in informally often.

After coaching, continue to check in with the leader and hold them accountable to your expectations. 

Coaching is a moment in time and designed to help abrasive leaders develop new ways to communicate and get results. Keeping in mind that they’ve been engaging in the old, abrasive behavior for some time, breaking their old habits and engaging in these new ones will take time.

It’s important for you to continue to check in with the leader as often as needed for as long as needed. The moment you notice some hint of their old ways step in immediately to remind them this change is necessary and required. Accountability is key.

~~

Over the years, we’ve had much success coaching leaders engaging in abrasive, toxic, disruptive, or bullying behaviors. We know in our heart of hearts that your partnership with us will make a world of difference in their success. And you get to be a hero to everyone else who works with the abrasive leader – they’ll be so relieved and grateful that the harmful leadership style is coming to an end. 

Always feel free to reach out if you need support. We’re here to help.

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Civility Partners 2022 Highlights!

2022 was full of learning opportunities and growth. And we had the privilege of sharing some of that knowledge with you, via our blog posts! See below for our highlight reel, in case you missed anything…

*All of the resources referenced are re-linked below the video*

Civility Partners 2022 Highlights

Video References:

Creating Psychological Safety in Training Programs

In the Words of Luke Bryan…Most People are Good!

5 Culture Dimensions Handout

5 Dimensions of Company Culture

Tis the Season of Thanks

4 Ways to Level Up Your Delegation Skills

The Delegation Process Job Aid

 

 

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In the Words of Luke Bryan…

I believe most people are good.

 

Working in an industry focused on toxic workplaces can often seem like the world is full of bullies and ill-intentioned people. I can imagine that working in a toxic environment could lead to similar sentiments. This is why it’s important to take a step back and remember who we are at our core.

In general, most people are good. In fact, many of the bullying leaders we work with bully unintentionally – not understanding how their communication is being perceived. Once we provide them with themed feedback, we often hear genuine reactions of, “Oh my goodness, I had no idea…”

This doesn’t make the actions of the leader any less harmful; but, it does provide a lens that the intention may be less malicious than it seems. Keeping this in mind – and giving people’s intention the benefit of the doubt – changes how we might respond to communication that we perceive as hurtful.

A recent study even found that regularly assuming malicious intent negatively impacts a person’s wellbeing. Meanwhile, assuming positive or neutral intent leads to improved relationships, and improved well-being. 

 

In order to maintain a positive culture (and our own well-being), the default should be giving people the benefit of the doubt.

So, let’s discuss what contributes to miscommunication in the first place.

 

What causes miscommunication?

When I think about my average work day, the first and last thing I do is check my email. And while I can’t speak to every industry and role, I know I’m not alone in this routine. In fact, the majority of the day for many corporate roles is spent in electronic communication. 

Yet, the majority of communication intent is portrayed through body language, tone of voice, facial expressions, and other indicators of emotional tone. When these non-verbal components are removed from the equation, A LOT of room is left open for interpretation. Since the sender’s emotional component is absent from electronic communication, the recipient of the message interprets its intent based on their own emotional state and perception. 

Another layer to consider is the generational factor of communication. This became evident to me recently, when my brother asked an interesting question.  He – a Millennial – asked me how I – a GenZ – would feel if I received a thumbs up emoji as a response. Without much thought, I told him that it’s usually sent when the other person is annoyed with the conversation, and I feel like it’s a bit rude. He was shocked and explained how he perceived a thumbs up as a positive reaction to a conversation. We went back and forth for several minutes discussing other “emoji” responses, and many of our interpretations were different. We are only 3 years apart in age…Imagine the differences that occur between co-workers who are decades apart!

Long story short, it’s no question that miscommunication is inevitable. So we must ask…

 

What steps can be taken to help minimize that miscommunication?

 

1. When you receive a message that rubs you the wrong way, consider the different possibilities of intent. Take for example:

“Have a good day.”

This can be read in a stern and annoyed tone. But it also could be read in a happy, positive tone! Or it could be considered neutral. It depends on the content of the rest of the message, your relationship with the sender, and the personality of the sender. In this instance, it’s best to give them the benefit of the doubt, and just enjoy the rest of your day. 

(Also make sure to consider alternative tones when you are the sender!)

 

2. If after considering alternative tones, you still conclude that the sender had negative intent, be unassuming and honest with how the message made you feel. If possible, reach out to the sender over the phone or in person to prevent further misunderstanding and clear the air.

Obviously, if the message constitutes harassment or is inappropriate, that is a different story, and it should be reported.

 

3. Create a culture where benefit of the doubt is the default reaction. This starts with leadership! Communicate to your teams the importance of assuming positive intent and keeping open communication channels with co-workers…and then be sure to practice what you preach.

 

4. Finally, remember that everyone has bad days…including you. We are all human. We have all sent email responses that were less “friendly” than we’d like to admit. That doesn’t make us bad people. When unsure, ask yourself – is this person communicating in this manner because they intend to offend me? Or is it possible they are having a bad day, frustrated by something unrelated, have a different “texting style,” are from a different generation, or are unaware of how the message is being perceived? More often than not, it’s one of the latter.

 

Whether it’s the cheerful holiday season, or the depths of a freezing winter where the SAD is real…remember to give people the benefit of the doubt. Especially the ones you spend the majority of your day with! Their email may seem harsh, but at the end of the day, they’re probably doing the best they can. People can be challenging, but most people are also just like you and me…

 

Good.

 

Sincerely,

Sabrina and the Civility Partners Team

 

Let’s create a plan to build a positive workplace! | Invite Catherine to speak | Check out our webinar library

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Can music at work constitute harassment?

After a recent webinar, a listener sent over this interesting article about a former Tesla employee who’s asking the US District Court of Nevada to agree with her claim that the “obscene and misogynistic rap music” played on site and the resulting actions of her co-workers are tantamount to sexual harassment.

When I read this my mind immediately went to an opposite story I’d heard from a white male friend (yes, that part is relevant) who works for a government contractor in a sea of cubicles.

A Black woman in a nearby cubicle often had headphones on while working. One morning she hadn’t plugged her earphones in all the way to their port, so he could hear what she was listening to. It was a speech about how the white population is holding down the Black population. 

He tapped her on the shoulder and said, “Hey your ear plugs aren’t plugged in all the way.” She smiled, said thanks, and turned around to keep working.

Of course this story is different from music or speeches being blasted on company speakers; this was one person’s earphones and it was an accident that my friend overheard.

But I make a comparison anyway because of another important differentiator: Empathy. My friend was empathetic to his co-worker. It seems like the folks at Tesla were not. 

With the holidays and the opportunity for the variety of religious music (and teachings) coming up, I thought I’d share four ways you and your organization can emulate empathy when it comes to music at work.

 

Create a holiday playlist by collecting music from your workforce 

One way to create a positive and inclusive vibe is to send out a request for music from your workforce. Perhaps everyone can contribute to an intercultural holiday playlist, and team members can learn from each other as they discuss which songs they submitted and why. 

If you need help getting started, here’s a holiday playlist we put out in 2019 – still one of our most visited website pages with all of its kindness, inclusivity, joy and togetherness. 

 

Initiate discussions about appropriate versus inappropriate music at work

Activities like the previous one can’t happen in a vacuum, however, or they end up feeling like a check-the-box activity instead of a genuine effort to create a positive environment. Hopefully throughout the year you and all managers and leaders are engaged in conversation about inclusivity, positivity, company core values, and respect.

Perhaps your next conversation could include something about appropriate versus inappropriate music at work. You might ask for examples of how music can make people feel, why certain music may not fit within the company’s culture, and what they should do if they’re offended by someone else’s music. 

Without getting too compliance-y, point out that your harassment prevention policy serves as a guide. As this article suggests, most policies prohibit racial and sexual slurs and epithets, so music with that type of language should be avoided at work. 

 

Be an ally when it comes to music and harassment

I shared the story about my friend because it’s always stuck with me. While my team and I come across a whole lot of abuse and harassment in our work, we sometimes come across people who live as victims. 

My friend could’ve been offended by what he heard, he might’ve even gone to HR to complain. He didn’t though, because he’s empathetic and understands from where he sits as a white male he has no business being annoyed.

He can look around at the tops of heads in his sea of cubicles and quickly understand that people just like her are underrepresented. And, she was listening on her earphones.

This is a much different scenario than gangsta rap and the resulting misogynistic comments and behavior that seemed to follow at Tesla. I don’t know if the Court will agree that Tesla’s environment was hostile, but I know that an ally would say that music about drugs, murder and b****** isn’t inclusive and probably shouldn’t be played at work. 

 

Encourage the use of earpods for music at work

While this tip might sound counterintuitive to a welcoming work environment, as earpods might be considered the equivalent of a closed door, I personally would rather ask people to wear earpods than regulate music choices. 

Your messaging around earpods should be very clear that earpods should only be worn when it’s safe to do so (e.g., not on a manufacturing line), and do not serve as a closed door. Rather pods are a way for people to get into whatever groove they need to be productive.

You and your team can also develop the rules of etiquette for earpods. One of my team members, for example, always announces that she’s going into earpod mode so that she can dig into something. Sometimes she tells us if we need to interrupt her we can, and other times she asks us not to interrupt.

 

This is a great example of metacommunication (communication about communication) at work. 

If you’re looking for other resources related to building and maintaining a positive environment, check out one of our old blog posts about toxic environments for more tips. Also be sure to review this old blog on 6 warning signs you have a toxic culture. If you have one, you know where to find us.

 

Enjoy the holidays!

Catherine and the Civility Partners Team

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Tis’ the Season of Thanks!

It’s the season of thanks and we want to recognize everyone we’re thankful for!

We are so thankful to our clients, friends, families, pets, and awesome blog readers like you! We are thankful you take the time to read our content, and even more importantly, deliver on positive and thriving workplaces in your own ways. We are thankful for anyone who believes in our mission to create happy and thriving workplaces. 

We also want to give a huge shout out to our partners who, like us, are working to make a positive difference in the world, one of whom is Mindletic.

 

Instagram – @civilitypartners

 

Mindletic is focused on bringing wellness to employees’ fingertips through a digital mental gym. They work with organizations of all sizes to help their employees increase their mental fitness and psychological resilience.

Lastly, we are so thankful to have each other here at Civility Partners. We consider each member of our team passionate, hardworking, and collaborative. We are unique individuals with our own strengths, but one thing we all have in common is that we are dedicated to the work we do. Each one of us truly embodies our core value, “Be Extraordinary.” 

 

Cheers to a safe and happy holiday season! 

The Civility Partners Team 

 

Let’s create a plan to build a positive workplace! | Invite Catherine to speak | Check out our webinar library

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4 Ways to Level Up Your Delegation Skills

According to research by The Strategic Thinking Institute, 96% of leaders struggle with finding enough time for strategic work in their roles. They find themselves doing the daily tasks of the job, instead of thinking strategically about the business and taking the actions needed to execute on that strategy. 

One answer to this issue is delegation. By entrusting other employees with important day-to-day tasks, leaders can be free to focus on strategy.

Of course, the managers beneath the leaders also need to be focused on strategy – and thus delegation – as good leaders push the strategy down the ranks so that managers are executing it through their teams. 

Unfortunately, we most often see managers also caught up in the day-to-day management of tasks and performance of their team – without their employers offering any real training on managing people. So, managers aren’t great at delegating either. In fact only 30% of managers believe they can delegate well.

Time to execute on strategy isn’t the only benefit of delegation. It allows managers to provide growth opportunities for subordinates and themselves.

Subordinates can be assigned stretch goals, for example; meanwhile managers develop their skills in communication, mentoring and coaching, motivating, and building a trusting relationship with their team. 

In turn, the organization is more productive and efficient. Everyone is thriving as they feel empowered, satisfied, and engaged. With delegation being so important, I’m sharing this neat video from one of our partners, Consilio, who are experts in helping managers develop skills like delegation.

Watch this video to see ways to level up your delegation skills.

You can follow along with the job aid here at this link.

If you’re interested in more topics like this one on delegation you can check out Consilio’s Leadership Labs program, which is designed to help take leaders and managers to the next level. 

 

Sincerely, 

Rebecca & The Civility Partners Team

 

Let’s create a plan to build a positive workplace! | Invite Catherine to speak | Check out our webinar library

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4 Ways To Overcome Loneliness in a Remote World

Written by: Suzzane Dickman-Perla

 

When the world first went into lockdown a couple of years ago, I was thrilled with the idea of working from home.

Finally! No more waking up at 5am to make the two-hour commute to work. I could wear what I wanted and spend as much time as I desired with my furkids. 

It took me exactly 1 ½ months before loneliness kicked in. I felt trapped, isolated and depressed. I missed face to face interaction.

Unfortunately, Malaysia continued to be in a state of lockdown for close to two years and by the time offices started opening up, I’d made my move to California and so continued working for my (former) employer in isolation.

To top it off, I was also doing this at night as I was supporting my team in Asia Pacific and Europe.

The only interactions I was having at the time were with my two cats and dog. This went on for three months and I was soon on my way to adding barking and meowing to my list of spoken languages.

Despite it all, I learned a thing or two about managing remote work.

 

Here are four tips to overcome loneliness in a remote world1. Establish Firm Office Hours & Set Boundaries

One potential pitfall of working from home is allowing your work time to bleed into home time and it can also be easy for people who work from home to get easily distracted and start surfing social media or completing chores around the house.

To make sure you and your team stays on task, establish firm office hours and do your best to stick to it. 

It’s also a good idea to set ground rules for other people in your household and make it clear that just because you’re home doesn’t mean you’re free to run errands or provide rides. 

2. Dress for Work

If you are dressed for bed, your brain will think it’s bedtime,” writes The Guardian’s fashion expert Hadley Freeman.  

A party dress may be taking it too far, but by waking up, taking a shower, eating breakfast and getting dressed, it may be easier to transition into a work state of mind. 

3. Stay Connected

One of the first things that truly impressed me when I joined Civility Partners was the mini “virtual office” they created using Google Hangouts.

It’s an open, safe virtual room where we come and go as we please for lunch, meetings, or if we just need some time to get something done.

It made me feel like I was in the office with my colleagues and we talked about everything and anything under the sun.

This fast tracked my onboarding and boosted my productivity. Can you believe it’s only my second month with the team?! 

I also notice it makes things easier when it comes to mental health and well-being.

Because we’re together all day (often not really talking at all because we’re working) those spontaneous conversations happen often, and the sharing has gotten deeper over time.

The deeper sharing equates to deeper feelings of support by my new team.  And lastly… (but certainly not least)…

4. Create a Dedicated Work Space

This is one of the hardest parts, especially if you live in a small apartment like me. If you have an extra room, a guest room or a large dining table or counter, you’re in luck.

If space is not on your side, invest in a small desk or writing table. Set up somewhere in your space where you can be free from distractions (TVs, loud noises…etc…).

I call my little work area my “Productivity Lounge”. When I sit here, my phone is silenced and I give 110% of my attention to the task at hand. 

I hope these tips will help you and your team make the most out of your work from home set up. 

Overcome loneliness in a remote world. Remember to stay connected with each other and always prioritize you and your team’s mental health and well-being! 

 

Wishing everyone an awesome November, 

Suzz & the Civility Partners team

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