Complete Video Library (8094 resources to help you Train Fearlessly™)

The Negative Impact of Unconscious Bias

SOLLAH EXCLUSIVE!

Bias refers to the persistent, harmful and unequal treatment of someone based solely on some characteristic they possess or their apparent membership in or identification with a particular group. By being self-aware and willing to engage with others when bias is unintentionally implied or expressed, we can better resolve problems and promote more effective working relationships.

Right Side of the Line: Creating a Respectful & Harassment-Free Workplace™

Updated with the US Supreme Court decision protecting LGBTQ+ workers! Now more than ever, your employees need to know exactly where the boundaries of acceptable and legal workplace behavior are drawn. Right Side of the Line™ addresses harassment in all its form, including hazing, gossip, retaliation and more. This workshop meets federal compliance standards for harassment prevention training, giving employees the tools to resolve situations before they escalate. For your business issues on: Harassment, Discrimination, EEOC & Legal Issues.

The Oh Series™ Everyday Diversity

Diversity in today's workplace is a given... and the value of that diversity allows organizations to draw on a fuller range of experiences - allowing them to think more creatively and avoid biased decision-making. But what if that diversity is causing tension? What if inclusion and equity are slow on the uptake? Treating others with respect is paramount to a successful and inclusive workplace.

Everyday Diversity™ Recruiting, Hiring & Retaining Diverse Talent

Studies have shown that having a diverse team is more innovative. But let's be real, finding and hiring diverse talent is often easier said than done. How can we get past potential bias and get the right talent in the door? And how do we keep them? This fast and fun new series answers common questions and provides real world tips on finding and keeping diverse talent.

I Said Something™ Get It Right!

SOLLAH EXCLUSIVE!

Mistakes happen. Discussing them and correcting them is a natural next step. Getting personal and calling out someone individually in front of their peers for that mistake… ruins morale, is unfair and amounts to a lack of control.

I Said Something™ You Look… Scrumptious!

SOLLAH EXCLUSIVE!

Sexual harassment can happen in many different forms. While it can be shocking to encounter and/or witness blatant sexual harassment, having an uncomfortable conversation with the perpetrator can help to redraw the lines.

Diversity 101™ Leveraging the Power of Inclusion, Equity & Respect

Update of Our Best-Selling DEI Program! An inclusive workplace doesn't need to be elusive! As organizations and customer bases become increasingly diverse, it is important for employees to be able to engage and work through differences in a positive manner that supports productivity, teamwork and customer satisfaction. This best-selling program addresses the “respect and inclusion” component of diversity – from the employee’s perspective. Topics include: unconscious (hidden) bias, cultural competence, diversity moments, gender & gender identity, rumors & gossip, joking and improper expressions.

Everyday Leadership™ They're Both Older

Our workplace is full of employees from multiple generations. It is important to recognize and appreciate the knowledge, perspectives, and experiences that each generation brings to the table. Everyone has value, no matter their age. Creating a respectful workplace means leading others through biases and focusing on including others.

Everyday Leadership™ What's The Big Deal?

Decision-making is a daily occurrence in the workplace. Making ethical decisions is important not only to the organization, but to those who work for them and those they serve. We must ensure our team members are aware of the proper procedures for ethical decision-making and the numerous consequences that can occur if they are not followed. Big or small, an unethical decision can have a huge impact on the organization.

Everyday Leadership™ The Refund

As leaders in our organization, we all get frustrated sometimes, but we need to be positive and professional in our interactions with our customers. Taking out our frustrations on a customer could cause them to seek services from a competitor instead. We need to make sure we are offering them the best experience. Without our customers, we wouldn’t have a business.

TrainingBytes® It's That Time Again

Have you ever received an inappropriate email at work? How about an email that has a graphic picture or makes fun of someone in your office? Do you ever hear inappropriate jokes or comments in the workplace? Unfortunately, the sometimes subtle nature of what constitutes harassment and discrimination can make it difficult to identify. Using a dramatic example taken from a real life situation, this short program provides a realistic scenario intended to generate discussion regarding what behaviors constitute inappropriate behavior at work.

Everyday Leadership™ It's a Respect Thing

Relationships between different departments in an organization can sometimes be difficult. In fact, issues between departments may be detrimental to the organization as a whole if not resolved quickly and respectfully. Every department must be able to work together efficiently and effectively in order for the business to be successful.

Everyday Leadership™ Never Gonna Move Up

Stereotyping and inappropriate comments are all-too-common problems in the world today and is absolutely unacceptable in our organization. We must listen to and validate our employees concerns and act on them. As leaders, we can address and help prevent stereotyping by listening, speaking up, and treating ALL employees fairly, regardless of race. We also must address performance problems - even when there are other issues at play.

Everyday Leadership™ She Earned That

Regardless of physical appearance and gender, we should treat each other with respect and dignity. We must acknowledge that each other’s achievements are due to nothing short of hard work and dedication, NOT appearance or sexuality. We are all on the same team.

Everyday Leadership™ Yet Another Fire

Communication can make or break a project. Ensuring our team members are communicating effectively, efficiently, and timely is a key to success in the workplace. There will be times when we must have difficult conversations, but we need to confront and resolve these issues, not avoid them.

I'm Not Signing That

When an employee refuses to sign a performance evaluation, you might be tempted to just say - okay, fine. I'll just make a note that you refused to sign, and you do what you need to do. But the truth is, when an employee won't sign it generally means there's a lot more going on that really needs to be out on the table so you can deal with it. And the best way to make that happen is to take the time to T.A.L.K.™ about it.

It's Not My Fault

When an employee refuses to take responsibility for their performance problems, there are a couple of things you need to make sure you do. A quarterly or annual review shouldn't be the first time the employee is hearing about the problem or problems. The best way to correct a problem is to deal with it immediately, and document your actions. Then, make sure you keep your focus on the employee's behavior and don't get sucked into an emotional discussion about attitudes.

When They Just Don't Care

When an employee doesn't seem to care about setting goals in their daily work, it's easy to make assumptions about why they're acting that way. The problem is... you could be way off base. And your actions can actually end up making the situation worse. So, when you find yourself in this kind of situation, take a step back, and use the T.A.L.K.™ model to help find out why... Because once I find out why... then I can usually help the employee figure out how to move forward.

You Can't Believe Anything They Say

There are two keys to working with an employee who thinks the information you're using in your discussion is biased; the first is to take extra time to really listen to the employee's perspective. And the second is to be specific about the information you're basing your evaluation on. The key is to use the T.A.L.K.™ model to help the employee identify areas that need improvement on their own.

You're Doing a Great Job, But...

A tough conversation with a top performer can be difficult, especially when you really do need to ask that person to step up and give you a little more. The key is to use the T.A.L.K.™ model to help the employee identify areas that need improvement on their own. Sometimes it takes a little longer, but the results are definitely worth it.