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Executive Leadership Collaborative

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Public Service Executive Leadership Collaborative

Providing Executive Training for Connecticut Public and Nonprofit Sector Professionals

Establishing and Maintaining a Harassment-Free Environment in Your Organization:
Protecting You, Your Organization, and Your Employees

Friday, February 21, 2020
9:00 AM – 4:00 PM
Hartford Times Building (HTB), Room TBD

This workshop provides organization leaders and employees with the tools, skills and approaches to create a respectful work environment, and a comprehensive overview of duties and liabilities related to unlawful harassment.

Leading for Respect (for supervisors) and Respect in the Workplace (for employees) are training programs that go above and beyond traditional anti-harassment training. The content is built around the universal desire for a respectful workplace. While counterproductive and unlawful behavior are covered in this workshop, the “Respect” modules focus on building individual skills to equip supervisors and employees to actively address behavior that is uncivil or disrespectful while reminding them of their responsibilities in cases of more serious behavior.

Rather than teaching solely about unlawful behaviors, each program focuses on a continuum of behaviors that undermines (“derails”) respect, from rude and uncivil behavior to abusive behavior and unlawful harassment. Each type of behavior is given equal attention in interactive discussion about the effect of the behaviors and examination of case studies. Further, focusing on the values of respect and fairness, each program facilitates discussion amongst attendees about the behaviors and words that generate respect and their responsibility for contributing to respect in the workplace. The discussion also helps participants to think about content and application of their own antiharassment policy and procedures.

From there, in Leading for Respect, supervisors learn to respond appropriately to concerns and complaints made by employees – focusing on the employee’s perceptions of fairness and the supervisor’s responsibility to respond with emotional intelligence. Supervisors also discuss how they create a sense of respect for their employees. They practice the skills in the training. Finally, supervisors are taught to coach employees whose behavior might be a problem – early intervention into small problems. The coaching model is simple, but effective. Supervisors conduct a simulated coaching session to cement the model.

In Respect in the Workplace, the focus of the skill building for employees is bystander intervention and giving and getting feedback. Using case studies, trainees strategize about ways to help others who may be behaving in ways that are disrespectful or are being targeted by disrespect. Finally, they use a feedback model to practice both giving and getting feedback about behavior that is uncivil or disrespectful.

Malcom Medley
With Malcolm Medley, Director of Field Coordination Programs for the United States Equal Opportunity Commission (EEOC)