Catherine Mattice's Blog, page 8

Why it’s Getting Harder for Some Women to Report Harassment

The United Nations Women found that about 1 in every 3 women has been sexually harassed at work.

3 out of 4 of them never report it to a manager, HR or anyone else.

Imagine a world where every woman is treated with the respect and dignity she deserves. Unfortunately, our reality falls short of this ideal. 

Instead, women face a multitude of challenges, ranging from verbal abuse to physical assault, all stemming from a fundamental lack of respect manifesting through catcalling on the streets or dismissive remarks in professional settings. 

 

Barriers Reporting Harassment for Women

Women have long faced challenges in speaking up about workplace harassment, and the current state of economic uncertainty and job instability could be exacerbating this issue. 

Experts from the legal, academic, and HR fields suggest that the decline in reporting may be attributed to a variety of reasons:

According to the U.S. Equal Employment Opportunity Commission, 75% of workplace harassment victims experienced retaliation when they spoke upSome women hesitate to report to avoid appearing as victims or seeking attentionFeelings of embarrassmentExpecting reporting will consume too much time.Fearing bad things might happen, like losing friends or the job, and worrying about being blamed.

 

In California, effective January 1, 2024, Assembly Bill 933 (AB 933) expands the scope of privileged communications to include statements made by individuals, provided they were made without malice, concerning incidents of sexual assault, harassment, or discrimination. This privilege extends to individuals who, at any point, had valid grounds to file a complaint regarding such matters, regardless of whether the complaint was actually filed or not.

 

What We Observed:

Regardless of gender, many people have experienced harassment in their lives. Here are additional reasons we’ve discovered while working with companies to address harassment cultures:

They worry that reporting harassment could hurt their chances of getting promoted or even lead to them losing their job.Employees don’t trust HR because they think: HR is more interested in pleasing the bosses than helping them. HR reports to the person causing harassment.If top bosses behave badly, employees might think it’s normal or be told to ignore it, which makes the problem worse.When employees do talk to HR about issues, they often feel ignored or like their concerns aren’t taken seriously. This makes them less likely to speak up again.

 

You want your employees to speak up for themselves and others when they’re uncomfortable, so it’s important to create a culture that encourages people to do that. But oftentimes, harassment prevention training focuses on legalities or managerial tips only.

True prevention requires teaching human skills like communication, empathy, and challenging stereotypes. These skills are key to fostering a culture of respect and understanding that can effectively prevent harassment and negative behaviors at work.

Explore our training programs in these areas tailored to your organization’s needs, along with our Culture Change Consulting services. You can also access our course on Preventing Harassment in the Workplace for FREE!

If you have any questions, feel free to check out our FAQ page or reach out to us!

The Civility Partners Team

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How Companies Can Support Single Parents

Single parents face increased pressure as they balance full-time employment with the responsibility of caring for their children. This heightened pressure comes from various factors, such as economic challenges, limited support systems, and the need to provide for their families.

The United States has one of the highest rates globally of children residing in single-parent households, with nearly one in four children, totaling approximately 22 million, living with a sole parent. This parent might be divorced, separated, or widowed, or they may have never been married, or have a spouse who is absent. The majority of children, about 80%, reside with single mothers, a significant portion of whom are engaged in employment.

Tanzina Vega, a solo parent, journalist, and host of The Takeaway public radio show on WNYC, said that companies need to acknowledge that single parents exist. “A lot of organizations still assume that all parents are in couples, so there’s an assumption that your partner will be there at home if you can’t be. Companies have to acknowledge there are unique issues that single parents will run into.”

 

How Companies Can Support Single Parents

As we celebrate Women’s Month, it’s important to recognize how single moms and single parents contribute to our society. They face tough challenges balancing work and family, no matter their gender. To foster inclusivity in the workplace, companies should understand and help single parents with their different needs.

 

Flexible Work Arrangements

One of the most effective ways companies can support single parents is by offering flexible work arrangements. This could include options such as remote work, flexible hours, or compressed workweeks. By allowing single parents to tailor their work schedules to accommodate their family responsibilities, companies empower them to achieve a better work-life balance.

Learn more on how to incorporate it through our FREE course, HR: Providing Flexible Work Options.

 

Time Off

To support single parents during critical life events such as childbirth or adoption, companies should implement comprehensive parental leave policies. These policies should provide equitable paid leave for both mothers and fathers, recognizing the diverse family structures present in our society. Additionally, companies should ensure that parental leave benefits are easily accessible and free from stigma or discrimination.

 

Child Care Assistance

Access to affordable and quality child care is essential for single parents to maintain their employment. Companies can provide support by offering child care assistance programs, such as subsidies for daycare expenses or onsite childcare facilities. When companies lessen the financial burden of childcare, it enables single parents to focus on their work without worrying about the well-being of their children.

 

Mental Health Benefits

Including mental health benefits as part of the company’s healthcare package can provide single parents with access to therapy, counseling, and other mental health resources. Supporting their emotional well-being is crucial to helping them cope with the stresses of balancing work and family life effectively.

 

Emotional Support

Balancing work and family responsibilities can take a toll on a single parent’s mental and emotional well-being. Companies can offer employee assistance programs (EAPs) that provide counseling services, support groups, and resources for managing stress. Creating a culture of empathy and understanding within the workplace ensures that single parents feel valued and supported in their professional endeavors.

 

Provide Training Programs

Help individuals effectively manage their professional responsibilities while taking care of their personal well-being and family commitments. Training programs can include Self-Care, Balancing Work & Home, Managing Stress and more, and your entire workforce can benefit from them.

Supporting single parents is a big part of making work fair for everyone, and it’s something companies should focus on. By providing enough support, this will not only help the parents but also make the workplace better for everyone. 

Discover our tailored training programs, designed for your workforce, aligning with your organization’s vision, mission, and core values to strengthen your company’s culture. Equip your team with the essential skills to make meaningful contributions to your organization!

Do not hesitate to contact us if you have any questions!

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Why Your Reward System For Employees Can Fail Badly

Last week marked the celebration of Employee Appreciation Day! During this special time, many companies express their gratitude to their workforce, and one common way they do it is by giving out rewards. 

Reward systems are a crucial aspect of employee motivation and engagement in any organization. However, when implemented incorrectly, they can lead not only to a lack of improvement in employee performance but can also actively demotivate and create an unhealthy workplace environment. 

According to research by Quantum Workplace, only 35% of employees receive regular recognition, with half of them seeking more acknowledgment. Even managers crave recognition, emphasizing the universal need to feel valued within the organization.

Is your current way of rewarding employees something they really appreciate, or is it just something done as a routine without much meaning? 

 

Why Employee Reward Systems Might Fail

Some of your team, despite being well-compensated, may not be reaching their full potential. Now here’s why:

 

Rewarding the Wrong Behaviors

Sometimes, companies get so caught up in chasing after numbers and achievements that they forget about people and their actions.

Here’s an example, let’s name this department leader, Sadie. She has an exceptional track record of driving profits, meeting targets, and ensuring the company’s bottom line consistently exceeded expectations, so the company rewarded her with a promotion.

However, her leadership style was anything but conventional. She often employed aggressive communication, belittling subordinates and dismissing alternative viewpoints without consideration.

Sure, Sadie’s results are super impressive, but her way of leading has serious consequences for her team’s wellbeing. The management knows about this but instead of correcting the behavior, they reward it. 

Read this ebook to learn how organizations can put a stop to this behavior.

 

Unclear Communication About Rewards

If employees aren’t completely aware of how the rewards system works, they cannot align their actions with the desired outcomes that would qualify them for recognition. 

This often results in confusion and frustration among staff, who may feel their efforts are overlooked or undervalued. Open communication helps to build trust and credibility in the reward system, ensuring that employees feel confident in its fairness and equity. 

That’s why our course, Communicating Employee Rewards, helps you understand the value of a strong communication plan and assess shortcomings in your current communication of rewards. 

 

Lack of Alignment with Organizational Values 

When rewards are not tied to desired behaviors or performance metrics that align with the company’s goals, employees may perceive them as arbitrary or unfair. This disconnect can lead to disengagement and resentment rather than motivation and loyalty.

Rewards should encourage behaviors and successes that help the company reach its mission and align with your core values. That way, employees are inspired to work on things that benefit the entire company.

 

Failure to Adapt and Evolve Reward Systems

Without ongoing reassessment and refinement, reward systems become outdated and lose effectiveness in addressing changing organizational needs and employee expectations. 

What works today may not be effective tomorrow, and organizations must be willing to reassess and refine their reward strategies to ensure ongoing relevance and effectiveness.

 

In Conclusion,

Employee appreciation is a continuous process that should be executed year-round, not just on a specific day. Aside from the tips mentioned above, employees thrive on feedback and acknowledgment of their contributions. 

Whether it’s a simple thank-you message from a supervisor or a formal award ceremony, consistent recognition helps employees feel valued and appreciated for their efforts.

Collaborate, communicate, and foster a healthy work environment through our training programs specifically tailored for your organizations. 

If you have any questions, don’t hesitate to get in touch with us!

 

Sincerely,

The Civility Partners Team

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Can a Wage Increase Make Employees More Productive?

In California, the upcoming minimum wage boost for fast food workers to $20 starting April 1st has ignited discussions about its potential influence on worker productivity. 

Currently, the median hourly wage for fast-food workers in the U.S. is $13.43, while in California, it stands at an average of $16.60 per hour.

Examining the connection between minimum wage hikes and productivity reveals a nuanced picture. 

 

Wage Increase and Productivity

Research suggests that fair compensation can positively influence worker engagement and task performance. 

Dr. Nicola Persico, a Kellogg School of Management professor, emphasizes that a higher minimum wage creates greater attachment among workers to employers. Yet, the scenario is not uniform across industries and regions. 

The UCLA Labor Center’s research shows issues within the fast food sector, such as wage theft, denial of breaks, overtime pay issues, workplace injuries, harassment, and retaliation.

Considering this, would workers want to stay with a company that harms their well-being? If the minimum wage increases, companies should also improve their workers’ well-being.

 

What can Make Employees More Productive?

Wages impact work in different ways, mainly by affecting how motivated and happy workers are. Motivated workers do better, enjoy their jobs, and work well. 

While pay is a big motivator, just giving raises might not solve everything. 

How you manage your team is crucial to a company’s success. It’s about creating a workplace where everyone feels connected to the company’s values and receives fair compensation.

As stated in an HBR report, a positive workplace is more successful over time because it increases positive emotions and well-being. 

Notably, it serves as a buffer against negative experiences like stress, enhancing employees’ resilience in overcoming challenges and bolstering their overall health. Additionally, a positive workplace is known to attract and retain employees, foster loyalty both to the leader and the organization, and bring out their best strengths.

 

Creating a Positive Work CultureThe ROI of a Positive Workplace

You’ve probably heard about employee empowerment, engagement, and culture. When employees feel empowered and engaged in a positive work atmosphere, they really get into their tasks and keep working hard to help your business grow.

Creating a positive work culture is vital for keeping employees happy, productive, and helping the organization succeed. A positive work environment leads to higher employee satisfaction, which in turn boosts productivity and reduces turnover rates. Happier employees are more engaged, creative, and committed to their work, resulting in increased efficiency and innovation.

Giving employees the freedom to make decisions and trusting them fosters a sense of ownership and commitment. When companies prioritize these elements, they create a workplace where people feel appreciated, motivated, and dedicated to the company’s success.

If you want to maximize your team’s productivity, especially with minimum wage changes, our Culture Consulting can help. We’ll work with you to create a positive workplace where your team feels valued and motivated, and we’ll help you reduce and even eliminate workplace bullying, discrimination, and/or harassment. 

Feel free to reach out if you have any questions!  

PS: We’re making our course, Strategic HR, free for you! So, pass this along to anyone who would benefit from it!

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Why Every Leader Needs to Worry About Toxic Work Culture

Employees quit their jobs for different reasons, and a major one is because of a toxic workplace environment. In fact, researchers discovered that between April and September 2021, toxic culture was the main reason why employees decided to leave their jobs.

A toxic work culture refers to a situation where negative behaviors are tolerated within an organization. It can quietly harm employee happiness, stop new ideas from flourishing, and weaken a company’s foundation.

As leaders, it’s essential to recognize that being successful isn’t just about financial gains, it’s also about creating a positive work environment. Toxic cultures are pervasive issues that leaders can’t afford to overlook.

 

Why is it Crucial for Leaders to Address this Issue?

Working in a toxic environment amplifies stress, burnout, and mental health concerns among employees. This negative culture not only affects their emotional well-being but also leads to feelings of undervaluation and disconnection from their work. 

This makes attracting and retaining talented workers a considerable challenge, as potential hires are discouraged by poor work environments, damaging the company’s employer brand. 

Negative workplace cultures contribute significantly to unfavorable Glassdoor reviews, influencing the choices of job seekers who prioritize positive company cultures. Unhappy employees opting to leave can result in substantial replacement costs, often reaching up to twice the departed employee’s annual salary.

 

The High Cost of a Toxic Work Culture

Beyond emotional impacts, a toxic work culture translates into physical health issues. Employees facing injustice at work have a 35% to 55% increased likelihood of experiencing major diseases such as coronary disease, asthma, diabetes, and arthritis.

In addition to the pain imposed on employees, a toxic culture also imposes costs that flow directly to the organization’s bottom line. When a toxic atmosphere makes employees sick, for example, their employer typically foots the bill and deals with the lost productivity when they’re out sick.

The financial toll continues with disengaged employees, as three-quarters of them actively seek new employment. This lack of productivity can cost companies up to 18% of the employee’s salary annually and 37% higher absenteeism rate. Additionally, low corporate integrity is linked to lower financial value for the organization.

In essence, toxic work cultures come at a steep cost. Can your company truly afford the consequences of a toxic work culture?

 

Building a Positive Culture for Sustainable Success

Creating a positive culture is instrumental in growing a business and ensuring long-term success. Assess the ROI or cost of your current culture and take actionable steps to enhance it with our free tool, our Culture Calculator.

To combat toxic behaviors, leaders must pay attention to warning signs and proactively work towards creating a positive and healthy work environment. (Feel free to share this free course with anyone who could benefit from it!)

Our “Bystander to Upstander” training program empowers your employees to foster a culture that rejects toxic behaviors. Along with that, we have many more culture projects and initiatives we can help implement in your organization.

When you’re ready, reach out to us. We’re here to support you in building and maintaining a positive work environment! 

 

Sincerely,

The Civility Partners Team

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Civility Partners at 15 Years!

2024 marks an incredible milestone for us—our 15th-anniversary celebration! Yes, you read that right—15 years of making a positive impact on over 270 organizations served, thousands of employees, and millions of people worldwide! Thanks to the vision of our founder and CEO, Catherine Mattice.

Our History

Catherine started Civility Partners in 2009 with one mission – building a community of thriving individuals, starting at the place they spend the majority of their time: the workplace.

In case you don’t know, her journey began as the HR director of an organization, where she personally witnessed the physical and psychological effects of a toxic work environment, both as a target and an HR representative.

She saw firsthand how costly toxic behavior is to individuals and organizations. While working there, she obtained her master’s degree from San Diego State University, and dove into the world of workplace bullying. 

She discovered a debilitating problem that needed to be solved and despite so many telling her not to build a company focused on solving that problem, she did it anyway. 

From the humble beginnings of working as a solopreneur in her apartment, she has grown Civility Partners into the team it is today and has helped organizations across the globe build positive workplace cultures.

Our Mission

Our mission is simple yet powerful: partnering with clients to cultivate positive workplace environments.  Over the past decade and a half, we’ve passionately shared this message on various platforms. From gracing the TEDx stage to being featured in news outlets and publications, we’ve seized every opportunity to spread the word.  It’s been an amazing ride connecting with diverse audiences and making waves in conversations about workplace culture.

 

Our Team

Our team members are more than just colleagues; they are contributors to the unique culture we’ve cultivated. Each person, with their skills, ideas, and dedication, has played a crucial role in shaping Civility Partners into what it is today. As we continue to grow and evolve, our team remains at the heart of our success. Their collective efforts drive us forward, and we’re excited about the future collaborations that will further shape our journey!

 

Our Achievements

We’re not just about talk; our actions have earned us recognition from different award platforms throughout the years.  It’s incredibly humbling to see our commitment to positive workplaces acknowledged and celebrated.  These awards are not just for us; they’re a testament to the collaborative efforts of our team and the positive impact we’ve made together.

 

A Gift to You

Whether you’ve been with us on this incredible journey or are just joining our community, thank you so much for believing in us!

As a token of our gratitude, we’re offering you exclusive content on the Culture Maturity Model, a guide detailing the stages organizations undergo to enhance their culture. And we’re making our course, From Bystander to Upstander, free for you!

Now, we’d love to hear from you. How have our content, resources, and webinars impacted you and your organization? Your feedback means the world to us, so please take a moment to share your thoughts here. Thank you for being a part of our story!

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Driving Organizational Success Through Behavior Change

How can you make your workplace more exciting and successful? 

Organizational success is not solely dependent on strategies or cutting-edge technologies. Instead, the key driver of success lies within the organization itself—specifically, within the collective behaviors of its members. 

When the term “toxic employee” is mentioned, thoughts often gravitate towards micromanaging, aggressive communication, threats, and more. However, research indicates that toxicity is more accurately attributed to specific behaviors than to individuals themselves.

In fact, any behavior that causes harm is toxic. And mostly, people with toxic behaviors are high performers. So the most effective and inexpensive way to address these is through behavior change.  

 

Here are four tips for driving organizational success through behavior change:

 

1) Leadership commitment

Behavioral change starts at the top. Leaders must embody the desired behaviors and consistently communicate their importance to the entire organization to set the tone for a culture of accountability.

But what if the leader itself is the one exhibiting toxic behaviors? In that case, you need to do something about it. Check out our blog on how to address toxic behaviors with leaders here.

Keep in mind that even leaders with toxic behaviors can change with the right coach. Our coaching program is designed specifically for abrasive, aggressive, or toxic leaders. Snag our ebook, Abrasive Leaders & How to Stop Them: A Coaching Method that Works!

 

2) Step in when witnessing toxic behaviors

When you see something, say something. It might feel scary but you can make a big difference by taking action against toxic behaviors at work.

If you don’t know how or where to start, check out our list of 16 scripts to try. Maybe pick your top two or three scripts – the ones that feel most comfortable to you – and keep them in your back pocket for the next time you need to step in.

We’ve also got more tips for you on going from bystander to upstander in Catherine’s TEDx talk.

 

3) Training and development

Invest in training programs that focus on developing the skills and behaviors necessary for success. This includes interpersonal skills, emotional intelligence, communicating with civility, recognizing and mitigating unconscious bias, and more. 

When I mentioned earlier that investing in behavior change programs is more cost-effective, it’s because you’re equipping your team with the necessary tools to excel in their roles. 

The return on investment (ROI) becomes evident as individuals work more diligently and intelligently, applying the skills acquired through training and development programs. This approach contrasts with the alternative of allowing toxic behavior to persist or engaging in a cycle of hiring, firing, and repeating the same patterns.

 

4) Recognition and rewards

Acknowledge and reward employees who exhibit the desired behaviors. Recognition serves as positive reinforcement and motivates others to align their actions with the organization’s goals. 

Just make sure that you communicate your rewards. It’s all moot if what the company has to offer isn’t communicated well. Therefore, building an effective communication program for rewards and recognition is very impactful for your employees’ productivity. 

For expert advice, Catherine’s LinkedIn Learning course on “Communicating Employee Rewards” has got you covered. And we made it free just for you!

 

Measuring and sustaining behavior change

 

Key Performance Indicators (KPIs)

Set up Key Performance Indicators (KPIs) that mirror the behaviors you want, and keep checking how things are going. These could be metrics like: teamwork, creativity, increased retention, a decrease in the average number of sick days/month, and other signs that show the organization is heading in a positive direction.

 

Performance management

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. 

Stay in the loop by tuning in to our weekly newsletter and checking out our social media accounts! When you’re ready, feel free to reach out and start a conversation with us. We’re here to help you create and sustain a positive workplace culture!

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How Much is Your Culture Costing You?

Creating a positive workplace culture isn’t just a nice-to-have; it’s a key player in the success of any business. It goes beyond token gestures like wellness days and promotions; it’s fundamentally about how you treat your people, the support you extend to your team, and the pervasive culture that permeates your workplace.

Now, let’s dive into the nitty-gritty. Have you ever pondered the true cost of your organization’s culture? Does it silently drain your resources, or does it actively contribute to the overall success of your company? 

 

The Price of Toxicity

The fallout from a toxic workplace is no small matter—it’s significant and widespread. Research paints a vivid picture, with a jaw-dropping 29% of employees opting to call in sick, all thanks to the toxicity lingering in their work environment.

Now, when stuck in a toxic and energy-sapping workplace, employees tend to disengage, get stressed out, and so much more. And, you guessed it, it’s not great news for the company.

Companies grappling with low employee engagement don’t just face a minor setback; they witness a whopping 33% decline in operating income. The effects of incivility aren’t light on the wallet either, ringing up a hefty $14,000 annual cost per affected employee. And here’s a nugget from another study: those extremely disengaged employees? They’re nearly 20% less productive compared to their engaged counterparts. Why? Less effort, more missed days.

Yikes! 

 

Turning Losses into Gains

The good news is that a strategic shift towards a positive workplace culture can actually turn the tide on these detrimental patterns. When your workplace is a hub of well-being, your people become engaged, productive, and yes, even more creative.

Here’s the good stuff: Highly engaged workplaces have a 41% lower absenteeism rate, and companies with a strong corporate culture report a remarkable fourfold increase in revenues. 

And if your employees feel heard, get ready for the magic—they become 4.6 times more likely to deliver their absolute best work. Oh, and let’s talk about the bottom line. A highly engaged organization? Brace yourself for an impressive 18% higher revenue per employee.

Also, a study from the University of Warwick supports the notion that happy employees aren’t just a feel-good concept—they’re 12% more productive. 

So, it’s not just a fluffy idea; it’s backed by numbers and real results.

 

The Culture Calculator

Now, going back to the first question of this article, have you ever wondered how much your culture is costing you? Luckily, we got you covered! Here’s our Culture Calculator—a free tool to measure the impact of your workplace culture on your organization’s success. 

 

 

Uncover the cost of your culture and discover actionable steps to improve it. Plus, as a bonus, access free resources along with your results to foster a healthier, more vibrant workplace.

If your results come up as positive, you’re on the right track! Make sure to sustain it to ensure your employees continue to thrive.

If the outcome is less than ideal, let us guide you in transforming setbacks into successes and unlocking your organization’s full potential. Discover how we can assist you and offer the solutions you need. Start making positive changes today!

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Are you bamboozled by your company’s culture?

Your first day at a new job is a lot like embarking on an adventure. You step through the doors, eager and optimistic, your mind filled with expectations set by the promises of the company’s values and mission. For some, these principles are more than just words on a wall—they’re guiding lights, especially when one core value resonates deeply within. 

But what happens when the reality within those walls seems to be in stark contrast to the culture you anticipated?

The first cracks in the façade might appear during meetings, where voices are drowned out or ideas dismissed without consideration. 

Perhaps it’s the subtle exclusion in casual office conversations or the absence of diversity in decision-making circles. Suddenly, the promised inclusivity feels like a mere façade, leaving you bewildered and questioning your initial impressions.

This experience is not uncommon. 

Many individuals find themselves in similar situations—bamboozled by a company culture that contradicts its proclaimed values. It’s a paradox that can shake your confidence and challenge your trust in the organization.

 

So, what’s the way forward when faced with such a discrepancy?

 

Reflect on Reality

Take a step back to assess the situation objectively. Notice the difference between what the company claims its culture is like and what you’re actually seeing? Think about specific times when it’s obvious that there’s a gap.  

Express your observations to HR or department leaders respectfully, seeking clarification on how the company embodies its stated values. 

 

Contribute to Change

If you’re passionate about the stated values, consider how you can actively contribute to fostering the culture you expect. Throw out some ideas or start off with some small changes. Your input could make a real difference.

 

Consider Your Options

Take a moment to think about whether the difference in the company’s culture lines up with what matters to you personally and where you see your career going.  If the company’s environment consistently opposes your beliefs or causes discomfort, exploring alternative opportunities might be a viable choice.

In an ideal scenario, a company’s culture would authentically reflect its stated values. Yet, the reality often presents a different picture. How you respond to this dissonance can shape not only your experience but also contribute to the gradual evolution of the company’s culture.

 

Advice to Organizations

If you find your organization in a spot where the company culture doesn’t quite match what you’ve promised, it can be a bit of a bummer for the team. We get it—keeping everyone on the same page is key to a happy and productive workplace. To address this, consider the following steps:

 

Regularly Revisit and Reinforce Core Values

Ensure that the company’s core values are not just words on paper but are actively integrated into the organization’s practices and decision-making processes. Regularly revisit and reinforce these values through internal communications to keep them top of mind for all employees. 

Take a peek at our checklist for some cool ideas on how to make your core values come alive!

 

Conduct Culture Assessments

Periodically assess the company’s culture through assessments to gauge the alignment between stated values and actual experiences. Take those findings and turn them into action: launch specific initiatives that fix up the places where your walk is a bit different from your talk. 

Since 2009, we’ve been measuring culture through climate assessments and we’re convinced that culture comes down to these five dimensions. Check this out and rate your current culture.

 

Engage in Transparent Leadership:

 

Leadership should lead by example, embodying the values the company professes. Transparency from the top down creates a culture of trust. When changes are made or challenges arise, communicate openly about the reasons behind them and how they align with the overall mission and values. 

If concerns stem from systemic issues within the organization, be willing to acknowledge and address these challenges head-on.

 

Provide Training and Development:

Conduct training programs that educate employees on the importance of a positive workplace culture, diversity, and inclusion. Provide tools and resources to help employees navigate and contribute positively to the company’s cultural dynamics.

By proactively addressing employee concerns about the company’s culture, you can not only retain your talent but also create a workplace where employees feel valued, included, and motivated to contribute their best.

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The Brave Leader’s Edge: Vulnerability in Leadership

How many times have you cried in front of your team? How many times have you admitted to not having all the answers or feeling unsure about the direction ahead? In the traditional realm of leadership, these instances might have been considered taboo or signs of weakness. Leadership often conjures images of authority, strength, and unwavering confidence.

However, things are changing. Vulnerability, previously avoided in leadership circles, is now being acknowledged as a crucial and transformative skill.

 

Vulnerability in Leadership

Dr. Brené Brown’s book Daring Greatly emphasized something important: many companies talk about letting people bring their true selves to work, but not many actually make it happen. She explained that for this to work, everyone needs to feel safe, heard, and respected. And it starts with leaders practicing being vulnerable so that their team members feel comfortable and are encouraged to do the same.

Here at Civility Partners, we’ve made a place where it’s safe to be vulnerable. Starting with our CEO, Catherine Mattice, being so open with us about her experiences that we’ve felt safe sharing ours too, This kind of openness has helped us create amazing things together. Check out her story here.

The cool stuff we work on? It’s all from this trusting atmosphere that our leaders helped build by being honest and real as leaders. 

Vulnerability in leaders has not just grown culturally acceptable, but in many cases, it’s welcomed and encouraged. As emerging leaders, it’s up to you to set the tone for your workplace and build environments where vulnerability is celebrated. Innovation thrives in spaces where vulnerability is embraced.

 

Strategies for Embracing Vulnerability in Leadership

Let’s dive into some strategies that leaders, just like you, can use to make vulnerability a superpower in how you lead. 

 

Lead by Example: 

Leading by showing your own vulnerability can be powerful, and it doesn’t mean losing professionalism. To begin, there are two significant ways you can start this approach:

Firstly, remember that everyone, even leaders, makes mistakes. Admitting and learning from mistakes fosters trust and growth within a team.

Secondly, helping others grow benefits the entire team. Supporting and nurturing the skills of team members contributes to collective success.

Sometimes, leaders might feel competitive when someone else shows leadership skills. But it’s more valuable to be vulnerable and acknowledge and support those skills in others. This lifts the whole team up.

 

Create Psychological Safety

Set up a safe space where team members feel free to share what’s on their minds—whether it’s ideas, worries, or thoughts—without worrying about being judged.

This environment of openness helps everyone feel heard and valued. It also fosters a culture where diverse perspectives are welcomed, leading to more creativity and stronger teamwork.

To help you gauge and improve psychological safety within your team, we offer a free assessment on How To Measure And Increase Psychological Safety On Your Team. Check it out!

 

Overcome the Fear of Vulnerability

Facing vulnerability might seem scary, but it’s important to know that being open and vulnerable isn’t a weakness. It’s actually a brave way to show your true self and authenticity.

It takes courage to share your thoughts and feelings openly, and doing so can build stronger connections and trust among team members. Embracing vulnerability often leads to deeper relationships and a more supportive work environment where everyone feels comfortable being themselves.

 

Cultivate Emotional Intelligence

Developing emotional intelligence allows leaders to manage their own emotions and be receptive to others’ feelings.

As you enhance your emotional intelligence, you’ll find it easier to navigate challenging situations calmly and connect more profoundly with your team. This deeper understanding creates a foundation of trust and respect among everyone, shaping a workplace where support and collaboration thrive.

 

Conclusion

Vulnerability stands as a beacon of strength. Leaders who dare to be vulnerable pave the way for deeper connections, foster trust, and create resilient, innovative teams capable of navigating the complexities of this modern world.

There are so many more strategies that can help embrace vulnerability in leadership. But I’m going to leave you with these four for now. All of these strategies can be good training and development initiatives, whether for your leadership team or your entire workforce and ultimately help you create a more positive, thriving work environment. Check out our list of training programs and talk to us!

The post The Brave Leader’s Edge: Vulnerability in Leadership appeared first on Civility Partners.