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The New Max and Lorie (from FOSA™ Documenting Discipline)
Working through discipline issues can be tough. Working through the progressive discipline process using FOSA™ can help. Remember, you can only give your employees the advice and tools to help them... you can force them. This video is an example of how two employees respond to the FOSA™ approach.
The Oh Series™ Everyday Ethics: Around and Around We Go
Most of us like to please and help other people when we can. Such efforts are usually a great thing, although in situations where we are asked to break the law, that natural inclination to please others works against us.
The Oh Series™ Everyday Ethics: Just Move It to That Column
Asking a co-worker to change an item on a financial report might not seem like a big deal, but it is. Fudging the numbers is unethical, and since Susan’s request also violates Generally Accepted Accounting Principles, it is also illegal.
The Oh Series™ Everyday Ethics: Presentation Help
Sometimes people want to include us in an action that doesn’t appear to violate their moral code, but it is one that we know violates our own. Or, it is an action that is against one of our company’s policies. Maybe it’s even illegal.
The Oh Series™ Everyday Ethics: Taking Turns
We’ve all been there…when someone else acts as if violating an ethical standard or even breaking the law is just a common, everyday thing…no big deal. This is an attempt to normalize an action that is really wrong and abnormal.
The Oh Series™ Everyday Ethics: The Win-Win Offer
When competitors agree to inflate pricing or include unreasonable special terms in a bid resulting in the other company having a better shot at getting the contract, customers lose and reputations are damaged.
The Oh Series™ Everyday Ethics: The Write Off
Simply put, falsifying expense accounts is wrong and violates company policies. It’s not up to us to decide what should be reimbursed by the company. And requesting reimbursement for expenses that don’t meet an organization’s policy is really a form of theft or fraud.
There’s Always Potential (from Good People, Bad Choices™)
This vignette tackles the issue of presenting facts (company performance, etc.) in the best possible light - even though the facts might not be as good as presented. Many people can be impacted, especially shareholders.
This is Gonna Be a Train Wreck
Transitioning to a different gender is a deeply personal decision. There are many unknowns and the added stress of how the workplace, and even customers, will accept the transitioning employee is very real. There are a variety of Federal, state and local laws that expressly protect workers based on their gender identity and sexual orientation.
This Is Not Succession Planning!
It shouldn't surprise you that making employment decisions because you think an employee is too old can get you into a lot of trouble. Bottom line, if you target someone for negative treatment because of their age - sooner or later, you're going to end up defending yourself to your employer, to an opposing attorney, a government agency, or even a judge or jury.
Those People
Being frustrated from time to time with a coworker is natural and understandable. But when we perpetuate stereotypes about people based on things like their appearance or where they come from, that’s unprofessional. It's disrespectful. And, it may often be prohibited by policy.
Tips for Cube Environment (from The 3-OUT Approach to Workplace Safety)
This module uses the principles & techniques of the “3-OUT” model (GET OUT | LOCK OUT | TAKE OUT) when working in a cube environment involving any type of armed or violent threat.
Trust Me, It's Not Anonymous
Digitally Remastered! One of the biggest fears employees have about reporting potential violations is that their name or reports won't be kept anonymous or confidential. So, when we learn about employees who have concerns about any part of our business ethics and compliance program, we need to take the time to explain how our program works and encourage employees to speak up about anything they think could be a problem.
Wake Up & Say Something Positive!
Nothing can match the power of positive relationships to deliver results for ourselves and our organizations. To foster those relationships, we all need to wake up and say something positive... especially when things are going right. That's why using skills like redirection and giving people whale done responses are so important.
We Don't Want Him on Our Team!
We all bring our own view of the world into work every day. And sooner or later, we're going to work side-by-side with someone whose background and experiences are light-years different from ours. But treating somebody with anything less than professionalism and respect - for whatever reason – is a big mistake.
What Does a Mentor Do?
When an employee is new to the company, or even new to their role, there’s no substitute for the conversations and support that a mentor provides. Let’s face it, every job has a certain number of rules, processes, must dos and unwritten “ways of things” that, without you, your mentee would have to learn through experience.
What is Mentoring?
When you’re a mentor, you’re really like a coach… someone who can speak from experience… a resource that can give insight, even tips - that will help someone else be successful at what they’re doing.
Who Benefits from Mentoring?
The advice and tips a mentor gives has a direct impact. Mentees benefit from the mentors experience. With a mentor on their side, they can learn the things that can help them get the new chapter in their career started on the right foot.
You Call That a Presentation?
When generational differences impact communication and presentation styles.
You Guys Just Figure It Out
Digitally Remastered! One of the biggest challenges we face is finding the time to deal with multiple and competing priorities, right? But, when it comes to maintaining a culture of integrity, our first priority as a manager has to be making sure all our employees always feel comfortable coming to us with concerns; and when they do, making the time to listen and address those concerns appropriately.