Catherine Mattice's Blog, page 4

Fostering Civil Conversations at Work

SHRM’s Civility Index Research shows that U.S. workers collectively experience 223 million acts of incivility per day and U.S. organizations collectively lose about $2 billion per day in reduced productivity and absenteeism because of it. 

You’ve probably seen it firsthand: disagreements turn personal, tempers flare, and teams fracture. 

When a tense moment happens, you’re often brought in as the referee. You’re handed complaints that aren’t fully formed—“They’re difficult to work with!”, and you’re expected to step in and fix it. 

But civil conversations can’t be mandated like policies, and conflict doesn’t resolve itself with a single meeting. It requires culture change, not a quick intervention. And when left unchecked, even minor disagreements can escalate into workplace bullying, discrimination claims, or costly turnover.

It’s exhausting being both the mediator and the one championing culture initiatives, all while struggling to get leadership to see the problem and the solution.

 

Building a Culture of Civil Conversations at Work

Fostering civil conversations isn’t about stopping conflict; it’s about managing it productively. It’s about creating an environment where employees can disagree respectfully, collaborate effectively, and move forward together.

We specialize in helping organizations address the unspoken challenges of workplace culture and conflict. Together, we can equip employees with the tools they need to communicate effectively and respectfully.

And what does fostering civil conversations look like?

 

Training employees to disagree productively.

People need guidance on how to voice opinions without shutting others down. We deliver training programs that teach essential skills for navigating conflict with clarity and respect.

 

Teaching managers to model civility.

Leaders set the tone. We help managers learn how to guide tough conversations and de-escalate tension before it spirals.

 

Establishing norms for communication.

Make civility a shared expectation. We partner with HR and leadership to create communication guidelines that empower employees to resolve issues constructively.

 

You are doing everything in your power to keep culture intact, but you shouldn’t have to do it alone. When you foster a culture of civil conversations, you’re not just solving today’s conflict; you’re preventing tomorrow’s.

Explore these conversation cards to practice with your team: How would you address bad behavior at work? Use these tools to approach tough situations with civility and clarity.

Your employees deserve better, and so do you. Let’s make civil conversations the norm in your organization. Just respond to this email to set up a call with one of our team members.

Also, Navigating a Toxic Workplace For Dummies, hits shelves on June 26, 2025—and it’s available for pre-order now!

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Managing Emotions at Work After the Inauguration

Next week marks the presidential inauguration, a time that often stirs strong emotions in the workplace. Excitement, disappointment, frustration, or even anxiety can find their way into daily interactions. Employees may consciously or unconsciously bring their political wins or losses into the office, and if left unchecked, these emotions can ripple through your organization, disrupting teamwork, productivity, and morale.

According to SHRM’s Civility Index, 44% of U.S. workers believe the ability of Americans to be civil toward one another will likely worsen this year, with political differences as a driving factor.

As an HR leader, you’re no stranger to the tension these events can bring. It affects communication, collaboration, and morale. Disagreements can quickly escalate, turning into distractions or, in extreme cases, full-blown conflict. 

This isn’t just about politics. It’s about your organization’s culture undercurrent and how well it’s prepared to handle conflict, emotions, and communication breakdowns.

 

How to Manage Emotions at Work After the Inauguration

With the right strategies, you can lead your organization through this period with confidence and purpose.

 

Set Boundaries Through Clear Policies

Revisit your workplace conduct policy to explicitly address political conversations. Ensure it emphasizes respect and provides guidelines for expressing opinions without alienating others. Clearly state what constitutes acceptable behavior and include examples to make expectations tangible. Regularly communicate these policies to reinforce their importance and encourage accountability. (Don’t forget to have your attorney read through it before you send out any updates!)

 

Facilitating Safe Conversations

Create structured spaces where employees can share their thoughts respectfully. Moderated forums or listening sessions allow for open dialogue, focusing on understanding diverse perspectives and finding common ground. A trained facilitator can guide these discussions to ensure they remain productive and solutions-oriented.

 

Encourage Self-Care

Remind employees of available resources, such as Employee Assistance Programs (EAPs), mental health services, or any of your wellness initiatives. Promote activities that support stress management and emotional well-being. A culture that prioritizes self-care helps employees better manage their emotions and stay focused on their work.

 

Invest in Comprehensive Training

Equip your workforce with the tools they need to navigate emotional and challenging topics. Workshops on emotional intelligence, conflict resolution, and inclusive communication empower employees to approach sensitive conversations thoughtfully and build stronger interpersonal relationships. These trainings foster a culture of understanding and empathy.

 

Lead by Example at Every Level

Employees take their cues from leadership. Encourage your leaders to model civility, empathy, and inclusion in every interaction. Equip them with practical tools like conversation guides or role-playing scenarios to proactively address sensitive issues. Regular leadership check-ins can help gauge the emotional pulse of the workplace and address concerns promptly.

To make these conversations impactful, ask the right questions. Our free guide is packed with prompts designed to uncover how employees are really feeling. This will give your leaders the confidence to initiate meaningful discussions and drive positive change.

 

Your Next Step

Political tensions often point to deeper culture challenges. This is your opportunity to demonstrate the power of HR in shaping a resilient, inclusive workplace culture. By addressing emotions head-on and fostering an environment of mutual respect, you’ll not only mitigate conflict but also strengthen your organization’s foundation for future challenges.

Let’s work together to assess your workplace culture and create actionable plans to address them. Post-inauguration tensions don’t have to be a disruption. They can be a chance to build a stronger, more unified organization.

Reach out today, and let’s kickstart change, one workplace at a time.

PS: Catherine’s fourth book, Navigating a Toxic Workplace For Dummies, hits shelves on June 26, 2025—and it’s available for pre-order now! This book is your essential guide to tackling toxic workplace dynamics head-on. 

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January Jitters: 4 Tips for Keeping Morale High After the Holidays

Happy New Year!

Now that we’re all back to the grind, let’s talk about January’s reputation as the least productive month of the year. The post-holiday slump is real – teams return to work with noticeably less pep in their step.  

This time of year can feel like you’re trying to light a fire with damp wood. You’ve just wrapped up holiday celebrations, year-end reviews, and goal-setting for the new year. Add in colder weather, shorter days, lingering financial strains from holiday spending, and exhaustion from travel, parties, and family gatherings.

 

Tips for Keeping Morale High After the Holidays

This isn’t just about a slow season. It’s a challenge that could cost you in teamwork, retention, and results. Here are four actionable tips to boost morale, rekindle motivation, and set your workplace up for a positive, productive year.

 

1. Recognize the January Slump Out Loud

Your team knows they’re feeling off. Ignoring the post-holiday blues won’t make them disappear. Instead, acknowledge the collective slump and set a tone of empathy. Something as simple as, “We know this time of year can be a bit tough but we’re here to get through it together,” can validate how employees feel and let them know leadership is paying attention.

Take it a step further by holding an open meeting to refocus and energize your team for the year ahead. Use this opportunity to share upcoming goals, celebrate wins from last year, and remind employees of their value to the organization.

 

2. Focus on Purpose and Positivity

When employees return after the holidays, they’re often hit with a backlog of work. A joyless reminder of why they needed a vacation in the first place. Now is the time to help your team reconnect with the why behind their work.

Host a brief workshop or send a message reminding employees of your company’s mission, values, and how each person’s contributions make a difference. Combine this with small bursts of positivity. For example:

Start team meetings with a shoutout or success story.Send weekly recognition emails spotlighting individuals or teams.Encourage managers to have one-on-one conversations to check in and express appreciation.

Research shows that 70% of employees say their sense of purpose is largely defined by work. Keep the focus on what matters and make positivity contagious.

 

3. Spark Social Connections

January can feel lonely both at work and outside of it. After the social buzz of the holidays, employees may find themselves isolated and uninspired. You can step in to reconnect people in meaningful ways.

Here are a few low-cost, high-impact ideas:

Host a team-building lunch, virtual coffee chat, or potluck.Organize a fun team challenge or lighthearted competition.Create space for peer-to-peer recognition, like a kudos board or Slack channel.

 

4. Invest in Professional Development

Nothing says “We believe in you” like opportunities to learn and grow. January is the perfect time to launch new development initiatives that inspire employees to set goals and invest in themselves.

Here are a few ideas:

Offer professional development stipends for courses or conferences.Provide manager skills training and equip your managers to lead with confidence through hands-on learning, coaching, and real-world practice.Offer employee-wide interpersonal skills training to cultivate civility and respect and help employees strengthen their communication and teamwork abilities.Encourage mentorship programs where employees can share knowledge.

 

Let’s Kickstart Change, Together

January may come with jitters, but it doesn’t have to derail your culture. We work with teams to build positive, high-performing workplaces year-round. From practical strategies to elevate morale to long-term plans for cultivating respect and civility, we help you turn challenges into opportunities.

So give us a holler if you’d like some help planning your culture initiatives for 2025. And check out our ebook on employee engagement for easy, budget-friendly tips that work.

Let’s turn January jitters into January joy!

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3 Stories That Prove Positive Culture Change is Possible

When SHRM launched their #CivilityAtWork initiative, it felt like a rallying cry for everything we believe in and have been fighting for these last 15 years. Respectful, thriving workplaces are the dream we all share, but let’s be real—getting there isn’t always easy. In fact, 70% of leaders admit they don’t know where to start.

At Civility Partners, we’ve had the absolute joy of partnering with HR leaders who dared to take the first step. This year has been nothing short of extraordinary. We’ve witnessed moments of courage, connection, and transformation that remind us exactly why we love what we do.

To date, we’ve partnered with over 250 clients, representing thousands of employees worldwide. Each journey has been unique, but the ripple effects can be profound—when people feel good at work, they take that positivity home to their loved ones.

 

Stories That Prove Positive Culture Change is Possible

Below are the stories of just three of the organizations who stepped up in 2024, rolled up their sleeves, and made magic happen with the support of the Civility Partners team. 

 

A New Chapter for Managers & Collaboration

The HR Director of a woman-owned affordable housing organization reached out to us for stress and time management training for her workforce. Through a short survey, we uncovered that people were stressed because of how they were micromanaged, and the source of trouble managing time was high turnover and the extra work left behind in exits.

Understanding the importance of great managers, the HR Director embarked on a journey with us to develop a six-session manager training program with experiential exercises to complete in between sessions. The goals: Upskill managers, help them develop a coaching habit, and build a strong community among learners. 

Conversations that had been surface-level suddenly deepened. One participant shared that the most valuable part of the training was realizing peers were more aligned than they thought. “It felt so good to step away from the grind and truly connect,” they said.

Several learners shared that their new coaching approach is working, as their team is leaning on each other and developing coaching habits too. Managers were now getting called in to problem solve when appropriate, and the concept of co-creating had a big impact on learners and their teams.

Together, the managers created a shared understanding of what excellent management looks like – and they built long lasting relationships so they can support each other moving forward.

 

From Employee Survey Results to Action

Sometimes, the most profound changes begin with listening. That’s exactly what happened with a financial services organization that partnered with us for a climate assessment. As a new CEO took the helm, he wanted to understand how the workforce was feeling and what he needed to focus on to improve an already pretty good culture. The survey results revealed areas where trust needed rebuilding, and providing opportunities for professional growth was essential.

Wanting to gain an even deeper understanding and obtain ideas for change to ensure he had buy-in, we dove deep into the hearts of their already established workforce committee. Together with our company champion, we assisted in crafting strategies to enhance transparency and foster professional development.

Their commitment to turning employee feedback into tangible action laid the foundation for trust, and their ongoing change initiatives will continue to allow this bank to enjoy low turnover and high employee satisfaction. We’ll be back to conduct four pulse surveys along the way so they can measure the success and impact of all they’re working on. 

 

The Transformative Impact of Coaching

A media company was grappling with a challenge: An exceptionally talented journalist who brings in top ratings and viewership had a harsh communication style and strained relationships as a result. Like most of our coaching clients, he was interested in positive change but entered our coaching relationship with some trepidation.

Through collecting and delivering feedback to our client, the impact he was having on others and the business came down on him like a ton of bricks. Now, more than ever, he was ready to make change. And change he did!

The shift was profound. A colleague noted in the second round of feedback we collected that “The stress we used to feel is gone. Seeing him excited and reading the room better has transformed the dynamic here.” Another said, “The optimism is a good positive change because it was really stressful around here; having him be this excited is ideal.” His feedback went from talk of public shaming and dismissing people to talk of enjoying his energy and relief that he’d turned things around. 

 

In a Nutshell…

These stories are proof that change isn’t just possible—it’s within reach. They’re a testament to the power of stepping up, showing care, and investing in a better workplace for everyone.

To every organization we’ve worked with this year and years past, thank you for trusting us with your journey.

And to those ready to write their own success story, let’s connect and make it happen. Just reply to this email and we’ll set up a call. 

Here’s to a future full of growth, connection, and celebration!

 

Happy holidays,

Catherine & The Civility Partners Team

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A Look Back and Look Forward: Where Are You Headed with Culture?

Culture can make or break a workplace. If that sounds dramatic, but consider this: 94% of executives and 88% of employees believe a strong workplace culture is critical to business success, yet 69% of employees say their organizations lack a culture where feedback is valued and encouraged.

The gap between what’s desired and what’s delivered is glaring—and you’re often caught in the crossfire.

You’ve felt the tension of juggling employee engagement strategies, leadership buy-in, and culture-building while being tasked with “doing more with less.” You’re the silent architect behind the scenes, working tirelessly to transform workplaces into thriving communities. But when was the last time you stepped back to reflect on where your culture efforts are headed—and whether they’re paying off?

 

The State of Workplace Culture: A Reality Check

Let’s take a moment to reflect. Over the past few years, we’ve seen organizations face massive changes. Shifting to remote work, managing hybrid teams, dealing with layoffs, and navigating the wave of quiet quitting. Through it all, one thing has become clear: great workplace culture isn’t optional anymore—it’s essential.

Retention is tied to culture: 92% of employees surveyed across all generations said that culture has an impact on their decision to remain with an employer.Toxic workplaces cost big: Toxic culture is the #1 reason employees leave, and turnover costs organizations an estimated $223 billion.Leaders struggle to connect: 57% of employees feel disconnected from their company’s culture, often because leadership fails to prioritize it.

 

Looking Forward: Where Are You Headed with Culture?

Now for the hard truth: culture doesn’t evolve by accident. If you’re not actively shaping it, it’s shaping you—and not always in the way you’d like. So, what does the future hold for your organization’s culture?

Here’s what’s certain: the old “set it and forget it” mindset doesn’t work. Culture is a living, breathing thing that requires constant care and attention. And as you look ahead, you must ask yourself:

Are we intentionally aligning our culture with our goals?Are we addressing the root causes of toxicity, disengagement, or turnover?Are we creating a workplace that attracts and retains top talent?

 

As experts in workplace culture,

We’re here to help HR professionals like you take a proactive approach to shaping the future of your organization. Here’s how we can work together:

Assess your current culture: Using employee surveys and in-depth audits, we’ll uncover the pain points and opportunities hiding in plain sight.Develop actionable strategies: From training to employee engagement programs, we’ll create a roadmap tailored to your unique needs.Create awesome leaders: Managers need certain skills to create the culture you want. We equip them with skills like communication and conflict resolution through a 6-series cohort program to drive the change you envision.Foster accountability and growth: Because culture isn’t a one-and-done project; it’s a commitment to continuous improvement.

As you reflect on your culture journey and plan for the future, lean on the Culture Maturity Model we created for you—a roadmap that outlines the progressive stages your organization may traverse in cultivating and refining culture. This model helps you assess where your workplace currently stands, identify areas for improvement, and track progress over time.

So, let’s collaborate to turn your culture vision into a reality. Together, we can build a workplace culture that drives success at every level of your organization.

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Celebrate the Season Without Dividing Your Team: Inclusive Holiday Tips

The holiday season may be billed as the most wonderful time of the year, but it’s often a minefield of conflicts waiting to happen. Holidays are deeply personal, sparking joy and nostalgia for some while leaving others feeling excluded or stressed.

With 44% of Millennials and nearly 50% of Gen Z employees identifying as part of underrepresented groups—and these two generations now making up over 50% of the workforce – inclusive holiday celebrations are no longer optional. The pressure to create events that unite instead of divide is real and overwhelming.

You often find yourself balancing on a tightrope as you’re honoring diverse traditions, addressing complaints about “mandatory fun,” and diffusing tensions at holiday gatherings. As workplaces become more diverse, your celebrations should reflect that diversity.

The solution lies in inclusivity. Create spaces where everyone feels seen, respected, and valued. Here’s how to make it happen:

 

Inclusive Holiday TipsStart with a Pulse Check

Before planning anything, gauge your team’s preferences. Use anonymous surveys to ask employees how they’d like to celebrate, what traditions they’d like to share, and if they’re comfortable participating. This step ensures your decisions are grounded in their voices—not assumptions.

 

Focus on Connection, Not Tradition

Instead of defaulting to traditional holiday parties, consider activities that emphasize togetherness over specific customs. Host a potluck where employees share dishes significant to them, allowing everyone to celebrate their unique traditions while learning about others. Alternatively, organize a volunteer day that aligns with your core values, such as giving back to the community. Wellness-focused events, like gratitude workshops or stress-relief sessions, are also great ways to build camaraderie.

 

Be Mindful of Language and Symbols

Small details matter. Swap “Christmas Party” for “Holiday Gathering” or “Year-End Celebration.” Avoid overt religious symbols unless they represent a diversity of traditions. Even seemingly harmless choices, like decorations or playlists, can unintentionally signal exclusion. Opt for neutral themes that celebrate the season’s spirit of togetherness. 

Check out this holiday playlist we created a few years ago! (Fun fact: this is the most visited blog page on our website!) 

 

Create Space for Opt-Outs

Participation should never feel mandatory. Gift exchanges, themed attire, or event attendance should always be optional. Employees need the freedom to decline without fear of judgment or exclusion. Offering flexibility ensures everyone feels comfortable and respected.

 

Lead by Example

Leadership sets the tone—good or bad. According to Finance Buzz, 49% of employees have seen a manager drink too much at a holiday party, and 31% have witnessed inappropriate behavior from leadership. These actions can destroy trust and inclusivity in an instant. Encourage leaders to model professionalism, respect, and empathy. When leadership embodies these values, it sends a powerful message: everyone belongs here.

 

Let’s Make It Work for You

Navigating the nuances of holiday inclusivity may feel overwhelming, but it’s an opportunity to strengthen your team’s connection and showcase your organization’s commitment to respect and diversity. We’ve guided countless HR professionals through these challenges, not just during the holidays, but year-round.

Our training programs are designed to equip your team with the tools and strategies needed to build a truly inclusive workplace culture. From inclusive communication workshops to manager cohort programs, we provide practical solutions that create lasting impact.

Don’t let the holidays become a source of division or stress. Let’s work together to turn this season into an opportunity to strengthen your culture and show your team what true inclusivity looks like.

Contact us today to learn how our training programs can help you create a workplace everyone wants to be part of!

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3 Ways to Manage Post-Election Stress at Work and Home This Holiday Season

Elections are more than debates and opinions—they’re emotional whirlwinds that don’t end when the polls close. This year, presidential election stress is breaking records, with reported levels higher than in both 2020 and 2016.

And the fallout lingers. A University of Nevada study found that moderate to severe anxiety and depression can persist for up to three months after an election.

And, it’s the holidays. Trust & Will found that nearly 40% of families admit to open disagreements during this season. With politics topping the list, 34% say it’s the leading source of conflict.

Alll of this anxiety shows up as tension, division, and conflict at work, leaving HR to pick up the pieces. 

As the “fixer,” you’re expected to calm the storm, but you’re not immune to the stress either. Navigating clashes, disengagement, and heightened sensitivity is exhausting. And all the while, you’re left wondering: How do you maintain peace and preserve a culture of inclusivity and respect in the midst of it all?

Here are some tips for weathering the storm in the workplace (*and at home):

 

Steps to Manage Post-Election Stress

 

Set Clear Guidelines for Civil Communication

Create a framework for respectful dialogue that aligns with your company’s values. Outline expectations for respectful behavior—both in-person and online. Provide resources like communication training or conflict resolution workshops to help employees approach difficult conversations respectfully so you can reinforce your organization’s commitment to collaboration and mutual respect.

*Set guidelines at family gatherings too. Let people know you’re not interested in discussing politics if it’s going to create stress.

 

Provide Resources for Managing Stress

Election stress doesn’t just disappear—it needs an outlet. Partner with your Employee Assistance Program (EAP) to offer confidential counseling services or host mental health workshops that teach practical stress management techniques. Providing employees with tools like mindfulness exercises, time management strategies, or meditation apps demonstrates that your organization prioritizes their well-being during difficult times.

*Manage your stress through holiday gatherings by taking a breather if you need. Talk a walk, or leave the party early if stress is creeping up. Life is stressful enough without talking politics with Uncle Harry.

 

Train Managers to Spot and Address Tensions

Your leadership team plays a critical role in identifying and defusing workplace tension. Equip them with tools, such as sample scripts, to address emotional outbursts with empathy and professionalism. For instance, if an employee becomes visibly upset during a discussion, a manager might say, “I can see this topic is really important to you. Let’s take a moment to step back, and I’d like to hear more about your perspective in a constructive way.” (*You can use this in political discussions at the holiday table too.)

Training managers to de-escalate situations, maintain a respectful tone, and refocus conversations builds trust and diffuses conflict before it escalates. 

Take this one step further by enrolling them in our Manager Evolution Lab, where they can gain interpersonal tools to lead effectively and create a workplace culture where everyone feels valued and respected. This isn’t just another leadership training—it’s a hands-on cohort program where managers learn, grow, and get coached to:

Confidently manage tricky situations (so you don’t have to).Build teams where respect, collaboration, and positivity thrive.Shift from reactive problem-solving to proactive culture building.

*Hey, maybe Uncle Harry is interested in the Lab too. Haha.

 

HR, You Don’t Have to Navigate This Alone

You’re not just responsible for putting out fires—you’re a driver of culture, engagement, and organizational success. And we know that’s a heavy weight to carry, especially during turbulent times.

Let’s work together to transform post-election stress into a catalyst for positive culture change. With the right tools and strategies, your workplace can emerge stronger, more cohesive, and more resilient than ever before. 

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Post-Election Chaos: 3 Ways to Keep Psychological Safety Intact

According to a survey by the American Psychological Association, nearly 70% of Americans view political discourse as a significant source of stress, and workplaces are no exception. In fact, SHRM reports that political and social tensions have driven workplace incivility to an all-time high this year.

No wonder, the ripple effects of political divisiveness can mean conflicts, disengagement, and heightened stress levels—creating a chaotic environment that’s difficult to manage.

Amid this, psychological safety becomes essential for keeping morale, productivity, and retention strong, yet in a post-election atmosphere, achieving this can feel more daunting than ever.

To help you steer your organization through the turbulence, here are three effective ways to build a safe, inclusive environment that puts employee well-being first.

 

Ways to Keep Psychological Safety IntactSet clear boundaries on political discussions

Many HR teams wrestle with the balance between free expression and respect in the workplace. But boundaries are vital. Without them, conversations can escalate quickly, leading to discomfort, disengagement, or outright conflict. 

Encourage employees to avoid dramatic predictions about the future or an outpour of venting—these discussions rarely lead anywhere productive. By creating guidelines for respectful communication, you help prevent ongoing arguments and maintain a professional, inclusive atmosphere where everyone feels comfortable.

 

Strengthen your training programs 

Those tasked with finding solutions often seek training for staff in hopes that one two-hour session will do the trick. While training is a good start, it is unlikely that one training session is enough to resolve culture issues. In our experience working with organizations, embracing training as an ongoing commitment is what drives real change and fosters a positive work environment. When training becomes a core part of company culture, it helps shift mindsets and reinforce values that support psychological safety.

Your programs should focus on empathy, curiosity, and active listening, equipping employees to navigate difficult conversations with respect and understanding. At the same time, it’s essential to empower your leadership team with conflict-resolution skills so they feel confident stepping in when tensions arise. Addressing minor conflicts early on prevents them from escalating, showing employees that their well-being is a priority.

With our Manager Evolution Lab, you’ll give your managers the interpersonal tools they need to lead effectively, building a workplace culture where everyone feels valued and respected.

 

Reinforce your culture of respect and civility

In stressful times, reinforcing your company’s culture is essential. 

Remind employees of your organization’s values and behavioral expectations by consistently weaving respect and civility into all communications. For practical guidance on fostering respectful workplace communication, explore my brand-new LinkedIn Learning course, Communicating with Civility and Respect at Work. It’s designed to help your team navigate conversations with empathy and professionalism, even during challenging times.

 

HR holds the key to maintaining a culture where psychological safety thrives

Employees look to HR for stability, balance, and understanding—especially during challenging times. But as an HR professional, you may often feel like you’re brimming with ideas, insights, and passion, only to face leadership’s deaf ears or feel isolated in your role. That’s why I created the People Professionals’ Powerhouse Forum, or P3. If you haven’t heard of it yet, it’s an HR executive forum for HR professionals who can’t seem to get executives to listen. P3 brings HR professionals together to support each other and solve each other’s challenges.

To learn more, here’s the P3 Information Packet, which includes tips for pitching the program to your boss and insight into what sets this group apart from the others. 

When you’re ready, fill out the short application to secure your spot by November 26. There are only 16 openings, and one of them has your name on it!

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Your CEO thinks HR is operational, not strategic?

Do these comments resonate with you? 

Owners don’t understand that we’re not just paperwork.HR is a punching bag expected to resolve everyone’s mess.There’s no HR budget, no support, and a team of 2 for 300+ employees.Even after a workforce survey, leadership still won’t listen to me!

 

It’s been 15 years of delivering webinars to an HR audience totalling hundreds of thousands of people. And I hear this stuff in every. single. webinar.

I’m sick of it. I’m guessing you are too. 

HR has been talking about “a seat at the table” forever. And women have been talking about “a seat at the table” since the beginning of time. S&P Global research finds that women hold just 12% of C-Suite roles right now, and estimates gender parity won’t be reached until 2072.

Since the HR profession is 75% women, I’m thinkin’ there’s a correlation.

I’m starting a movement – the People Professionals’ Powerhouse Forum, or P3.

It’s exclusively for HR professionals who struggle getting their leadership to listen. It’s for HR professionals who want to grow into building and executing strategy, but get stuck in the day-to-day fires and operations. 

 

P3 is:

Approximately eight HR professionals per forum, facilitated by our CEO, Catherine MatticeYour collective experience to problem solve in a confidential and safe space Thought-partnership and support in overcoming your unique challengesCurated experts invited to discuss topics chosen by your forum groupOne, two-hour meeting per month for six months

 

P3 is not:

A webinar where your question is drowned out by 300 other attendeesRaising your hand in the middle of conference presentation and asking a vague question so others don’t know all the ugly details, then getting a vague answerSpeaker topics that may or may not be relevant to you

 

CEO’s love their executive forums. Now it’s your turn. 

Here’s a P3 Information Packet with more information, tips for convincing your boss, and insight into what makes this group different from your memberships in other groups. 

Fill out this short application, and get yourself enrolled by November 26. There are only 16 spots right now. One of them has your name on it.

Level up your skills, level up your career, level up the business – and earn the respect you deserve. 

Join the movement. Make leaders hear your voice. 

 

Sincerely,

Catherine Mattice, CEO

 

If you have questions, schedule time with our team member, the fabulous Rebecca Del Secco.

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Free Webinar: Unlock Your Managers’ Leadership Potential

Being good at your job doesn’t make you good at managing people. You know this. 

You also know the outcome when an individual contributor moves to a manager role without receiving the right training – a struggling team, unclear expectations, conflict, disengaged employees, and a rising turnover rate.

For you, this means headaches, time spent putting out fires, and extra work.

So we’re conducting a FREE webinar on Developing Your Leaders to Create and Sustain a Positive Work Environment on November 12th at 10am PT. 

You’ll learn how to:

Develop managers into leaders and coaches who foster team growthAssist managers in building trust and accountability with their teamsEquip managers to create a positive and thriving environment

Plus, you’ll earn 1 SHRM PDC for attending and unlock your managers’ leadership potential!

Let’s face it—managers without the right skills can’t lead effectively. But with the right support, you can help them evolve into the leaders your teams need and deserve… which also happens to save you from the challenges that land on your plate due to untrained managers.

Join us on Nov 12 at 10 am Pacific. 

P.S. If you’re already ready to upskill your managers, check out our Manager Evolution Lab. It’s focused on helping managers deliver on emotional intelligence, communication, and team growth.

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