Search Video Library for: Professionalism

Communication Essentials™ Promoting Professionalism in the Workplace

SOLLAH EXCLUSIVE!

Effective communication is the cornerstone of any successful organization. Whether you're interacting with colleagues, clients, or stakeholders, the way you communicate can make or break the outcome of your interactions. Why maximize your workplace communication? Simply put, doing so helps you avoid common pitfalls associated with bad communication including: misunderstandings, low morale, conflict, missed deadlines, poor decision making, customer dissatisfaction, lack of innovation, employee turnover and legal issues. Addressing these pitfalls through improved communication strategies can significantly enhance organizational effectiveness and employee satisfaction.

Discussion Card: Peer Today, Boss Tomorrow™

Help newly promoted managers, supervisors and leaders navigate their changing roles and have immediate impact! These easy-to-use cards provide a simple model along with thought-provoking questions on better understanding what it takes to truly and successfully lead others. These cards are great for a quick training reminder, reinforcement or as a conversation generator.

Your Path to Success™ (The Complete Series)

Wouldn't it be nice to have a personal playbook of helpful tips and tricks while plugging away at the office, shop, plant, studio, etc.? A resource that would help you tackle tough workplace situations using easy-to-implement, common sense tactics and concepts. This new series of short, thought-provoking modules is a great way to face typical workplace issues - both strategically and respectfully. There is no better time than the present to get working on your path to success.

Your Path to Success™ Being Professional

You know… when it comes to how we interact with people, there's a whole range of things that we don't want to see happen in the workplace, right? So, being professional at all times is the key to preventing situations that might lead to harassment or discrimination.

Sexual Harassment: It Can Happen Here™

Sexual harassment can occur in businesses of all sizes and industries, with potentially devastating consequences. This program presents a series of compelling scenarios to provide the foundation your workforce needs to prevent and address such behavior before it escalates.

Managing Your Own Productivity

Give your emerging leaders new insight into why individual responsibility and initiative are essential to personal and team success. In three, straight-to-the-point modules, leaders will experience focused learning on how to plan, organize and manage priorities while working effectively with others to achieve results.

A Masterpiece

Dealing with inappropriate art and pictures in the workplace.

Clarify Actions and Outcomes (Interviewing Tips)

Explanation of the probing strategy of clarifying actions and outcomes.

Clarify Change (Resolution)

Using clarification techniques to feel comfortable with a change in process. A good example for personal evaluation.

Common ADA Question About Determining Qualifications

Answers the question,"Do you have to put a disabled candidate at the top of the hiring list even if they are not qualified for the job?"

Common ADA Question About Reasonable Accommodation

Answers the question,"What constitutes a 'reasonable accommodation' for someone who is covered under the ADA?"

Create a Probe from a Job Task (Interviewing Tip)

Interviewee is asked to describe a time when they were able to get another person committed to an important work goal. This video shows an example of an interview question and candidate response to prompt probing question.

Follow a Verbal or Non-Verbal Lead (Interviewing Tips)

Explanation of the probing strategy of following a verbal or non-verbal lead.

Getting Much Sleep?

Retaliating against an employee who reports misconduct by supervisor.

Harassment & Responsibilities of Supervisors/Managers

Responsibilities of supervisors and managers to investigate all complaints.

Hey, It's On My Playlist

We can’t listen to whatever we want at work if it offends others; while we do have more freedom to say or do things outside the workplace, we still need to keep in mind that if our behavior offends or discriminates against someone, then it may be grounds for disciplinary action. We all must be respectful of others in the workplace.

I Didn't Understand One Word

Dealing with language barriers in the workplace

Is This Any Way to Run a Hospital?

Dealing with culturally-insensitive remarks.

Is This Any Way to Run a Hospital? (from Integrity Every Day)

When it comes to ethics/code of conduct, there are many things to consider. This video covers maintaining accurate patient records (documentation) even when time is short.

Legal Briefs™ Workplace Violence: Employee Who Threatens an Outsider

Discusses how an employee who makes threats toward persons who do not work for their organization can still impact the organization's susceptibility to hostile work environment issues and other lawsuits.

Perfect Storm

The implications of a manager taking action due to a fear of a claim of retaliation from an employee.

Picture of The Day

Recognizing gender-based harassment; improper use of company email.

Probe Based on Non-Verbal Cues (Interviewing Tip)

Learn how to listen for words or phrases... clues... that will lead you to probe for the information you need. Or, an expression or gesture during an answer can suggest discomfort or conviction. Here you might probe based on non-verbals.

Probe for a Current Work Example #1 (Interviewing Tip)

Explanation of the probing strategy of probing for a current work example

Probe for a Current Work Example #2 (Interviewing Tip)

Example of interview question and candidate response to prompt probing question. Interviewee is asked about a time when they followed procedures when it wasn't convenient to do so.

Probe for a Current Work Example #3 (Interviewing Tip)

Interviewee is asked to describe when they were especially successful in managing several important priorities? Example of interview question and candidate response to prompt probing question.

Probe for a Negative Example (Interviewing Tip)

Another follow-up strategy is to seek contrary evidence. This is a fairly advanced technique for gaining representative skill information. When using the skill, ask for a negative example after you hear a positive answer. And vice versa ask for a positive example after you hear a negative answer. Seeking contrary evidence is simply about looking for representative information on skills ...successes and failures, positives and negatives, achievements and disappointments. Look for a well-rounded picture of the candidate's skills.

Probe for a Positive Example (Interviewing Tip)

A final follow-up strategy is to seek contrary evidence. This is a fairly advanced technique for gaining representative skill information. When using the skill, ask for a negative example after you hear a positive answer. And vice versa ask for a positive example after you hear a negative answer. Seeking contrary evidence is simply about looking for representative information on skills ...successes and failures, positives and negatives, achievements and disappointments. Look for a well-rounded picture of the candidate's skills.

Probe for Actions Taken (Interviewing Tip)

Example of interview question and candidate response to prompt probing question. Interviewee is asked to describe a time when they did a market research that was a meaningful influence on product sales.

Probe for Causes (Interviewing Tip)

Another follow-up strategy involves Clarifying Actions And Outcomes. Sometimes a candidate's answer will refer to what "we" did or what the "team" accomplished. With these types of responses probe for the specific actions taken by the candidate. You'll also hear answers with outcomes that were caused by the economy, a new product, or a financial commitment. You can then ask a follow-up probe to identify the specific causes of the outcomes.

Probe Into Verbal Cues (Interviewing Tip)

Interviewee is asked to describe a recent programming challenge, which required they to be particularly systematic in developing a solution. Example of interview question and candidate response to prompt probing question.

Repeat the Question (Interviewing Tips)

Example of interview question and candidate response to prompt probing question. Interviewee is asked about a time when they had to deal with a difficult customer.

Return to the Target of the Question (Interviewing Tips)

Explanation of the probing strategy of returning to the target of the question

Seek Contrary Evidence (Interviewing Tip)

Explanation of the probing strategy of seeking contrary evidence.

Some of My Best Friends Have Them

Comments on provocative attire (towards a co-worker) in the workplace.

The Best Side... (from Sexual Harassment? You Decide.)

How inappropriate comments about physical appearance can lead to sexual harassment (female to male).

The Critique - Sexual Harassment: It Can Happen Here

How inappropriate comments about physical appearance can lead to sexual harassment (male to female).

The Honeymooner - Some Jokes Aren't Funny!

How a string of one time jokes can lead to sexual harassment.

The Honeymooner - When Colleagues Get Personal

How sexual humor and double entendre can lead to sexual harassment.

The Lilly Ledbetter Fair Pay Act - An Overview

The Lilly Ledbetter Fair Pay Act is a federal statute that was signed into law by President Barack Obama in January 2009. In this video, a legal subject matter expert explains the origin of the Lilly Ledbetter Fair Pay case and its impact on organizations across the United States.

The Road Trip

Sharing inappropriate art and pictures in the workplace.

The Water Boy

When the harassed becomes the harasser.

Use Generalities as an Opportunity to Ask for a Specific Example

How would you probe when the interviewee gives general responses to your questions? Consider Probes For A Specific Example: "Tell me what you did when you helped a specific person get organized?" "Describe what you did to make one meeting really effective for getting organized?" "Give me an example of a time when a good worker’s complaint helped you improve organization?" "When did you use the computer system to improve organization?"

We Need to M.E.E.T. Program Summary

Review of the M.E.E.T. communication model and how to find common ground.

Why More Harassment Training?

Subject matter expert provides overview of harassment & discrimination and why training is needed and relevant today.

You Should See Her Qualifications

When gender stereotypes impact trust and working relationships

Get the Whole Picture™ - Introduction

Introduction to advanced behavior-based interviewing techniques

Whale Done! - Program Introduction with Ken Blanchard

Ken Blanchard introduces the Whale Done! approach to building trust and positive relationships.

Harassment & Discrimination: The Bottom Line

Harassment and discrimination is still not just about sex anymore. And you know what... It shouldn't be. Because we all have a right to come to work and have it be a place where we're respected, where we're treated fairly, where we can focus on our work and do a good job.

Johnny the Bagger® - Final Thought

How to provide service from the heart

Retaliation - An Overview for Employees

Retaliation in the workplace is wrong. And illegal. This quick video provides salient facts that help reinforce the business case for preventing retaliation.

Whale Done! - Program Summary (Building Relationships)

Review of Whale Done! approach; building relationships to get positive results.

What You Need to Know - Five Actions for Staying Out of Court

Reviews the responsibilities and actions managers need to know in regards to The American Disabilities Act

WorkSmarts - Program Summary

A good review of the strategies for working smart.

Case Study: AWOL Paul (a manager)

When privacy and productivity clash.

Shared Resources

When a colleague monopolizes shared resources

The Business Trip

Ethical use of an expense account

The High Performer

Coaching high-performers who have trouble getting along with their co-workers

Legal Briefs™ Workplace Violence: Keeping Your Workplace Safe

No organization wants its name on the front page when the headline involves workplace violence. This program explores preventive measures and examines the legal obligations of managers and their organizations. Topics include hiring policies, appropriate responses to angry outbursts, dealing with employee threats, procedures for investigating rumors and the importance of maintaining confidentiality.

Preventing Workplace Bullying: How to Recognize and Respond to Bullies at Work™

This program is about recognizing and preventing bullying in the workplace. Bullying can happen in any size organization and in any department. Awareness is paramount. It is everyone's responsibility to prevent it.

Group or Individual: Which Motivates You?

How cultures from around the world look at motivation differently.

Direct or Indirect: What's Your Route?

How communication styles differ within cultures and impact decision making and working relationships.

Clarify (from Ready. Set. CHANGE!™)

The importance of clarifying how a change impacts everyone differently.

Communicate About Change (Dramatic)

How to ask for information to help feel comfortable with a change; dealing with a dress code change.

Workplace Bullying via Social Media/Email

An employee shares her story about co-worker bullying by teasing her about her weight.

Workplace Bullying Example in Healthcare Setting

Female shares her story about the head nurse bullying the newer nurse.

Accentuate the Positive

How encouraging and reinforcing positive behavior will improve performance and build positive relationships.

All for One and One for All

Conflict at work? Really? Here's an example of work team conflict: two teams working through differences to make progress toward a common goal.

Brainstorming (from Fearless Facilitation! How to Lead Effective Meetings™)

Managing the brainstorming process during a meeting.

Build Trust

Building positive relationships by building trust.

Cell Phones, Tablets, Etc. (from Fearless Facilitation! How to Lead Effective Training™)

Managing disruptions in meetings. As challenging as it may be, there is a correct way to handle disruptions while in meetings, in discussions, etc.

Challenging a Learning Point (from Fearless Facilitation! How to Lead Effective Training™)

Handling an objection to a key content point during a training session.

Commit to Change (Dramatic)

Dealing with the changes related to relocation; the importance of making a commitment to change.

Dealing with Sensitive Comments (from Fearless Facilitation! How to Lead Effective Training™)

Responding to disparaging remarks during a training session

Did You Read That Story in the Paper?

Reacting to a disturbing performance review with veiled threats

Handling an Off-Topic Conversation (from Fearless Facilitation! How to Lead Effective Meetings™)

Dealing with an off-topic conversation during a meeting

Hierarchy or Equality: Do you know where you stand?

How respect is defined differently in varying cultures around the world.

High Risk or Low Risk: What's your comfort level?

How uncertainty and ambiguity impacts work decisions and team relationships.

If I'm History, So Is He!

Making open threats against a manager.

Legal Briefs™ Workplace Privacy: Managing Expectations of Privacy

Managing employees' expectations of privacy in the workplace.

Legal Briefs™ Workplace Privacy: Obtaining Employee Consent

How to be sensitive to an employee's expectation of privacy; the obligation of a manager to inform employees about re-entry

Making a Smooth Transition (from Fearless Facilitation! How to Lead Effective Training™)

How to best transition from one topic to the next during a training session

Not About Bad to Good, But Good to Great!

The notion that to become a great leader one must focus not on going from bad to good,but from good to great.

Preparation Pitfalls (from Fearless Facilitation! How to Lead Effective Meetings™)

How lack of preparation can ruin a training session.

Preparation Pitfalls (from Fearless Facilitation! How to Lead Effective Training™)

How lack of preparation can derail a training session. An example where everything goes wrong when unprepared.

Progressive Intervention (from Fearless Facilitation! How to Lead Effective Training™)

Managing pervasive disruptions

Redirect

Redirecting focus when mistakes are made is a key strategy to building positive relationships.

Redirection and the Five Steps Explained

Explains how to refocus attention and energy on desirable behavior.

Redirection With a Coworker

How using positive redirection with a coworker improves relationships and performance.

Redirection With a Team Member

How using positive redirection with a team member improves relationships and productivity.

Redirection With an Employee

How a supervisor uses positive redirection to correct a mistake and meet customer needs.

Shamu Special

Review of the power of positive relationships.

Task or Relationship: Which Comes First?

Learn how people from different cultures work together... productively.

The Question That Stumps You (from Fearless Facilitation! How to Lead Effective Training™)

Handling questions and generating discussion

Whale Done! Response and the Four Steps Defined

Introduces the importance of 'catching' people doing things right as a way of building positive relationships and motivating employees.

Whale Done! To a Manager

How using specific language to describe a job well done encourages management performance.

Whale Done! To a Work Team

Explains the positive impact a Whale Done! approach has on a work team.

Whale Done! To an Individual

Using the Whale Done! approach to encourage an employee to take initiative with a new process.

Let's M.E.E.T. (Overview of the M.E.E.T. Model for Conflict Resolution)

Explanation of the M.E.E.T. communication model as a tool for addressing unacceptable behavior and conflict in the workplace.

M.E.E.T. on Common Ground - Program Opening/M.E.E.T. Model Explained

Explanation of the M.E.E.T. model as a respect-building communication tool