Search Video Library for: Retail & Hospitality
Don't Fall Down On the Job™: Preventing Slips, Trips and Falls
Fall protection expert, Nigel Ellis, Ph.D., CSP, P.E., also appears in the program with comments about fall prevention. In addition to general safety regarding slips, trips, and falls, safety considerations for using stairways, ladders, and scaffolds are also discussed.
Main Street™
OSHA has expanded the Hazard Communication or Right-To-Know Standard beyond the manufacturing and chemical industries to cover employees who work with chemicals at non-manufacturing organizations. This program is designed to instruct workers about the chemicals they work with, what precautions to take to avoid injury and what to do if accidents occur.
No Injury, No Accident?™
The original version of this best-seller, now in five languages. This program is based on the work of W.H. Heinrich and his famous "Heinrich Triangle." It demonstrates that a serious or fatal accident can emerge randomly from seemingly routine unsafe situations and unsafe acts.
Signs, Tags, Labels & Placards™
Injuries and accidents can be prevented and lives can be saved when signs, tags, labels and placards are used properly.
A Masterpiece
Dealing with inappropriate art and pictures in the workplace.
A Real Team Player. Not!
When someone on the team is a hold out, their LACK of involvement stands out like a bad actor in a good movie. Everybody sees it. It affects the whole team's attitude. That isn’t good.
All That Cash
An action that violates a person’s moral code may not cause someone to be fired, fined or jailed, but such actions are nevertheless wrong. Doing the wrong thing can erode trust, damage relationships and harm others.
Allowing the Victim to Dictate Actions (from Legal Briefs™)
When it comes to harassment and discrimination cases, there are clear steps in how to address and investigate. Those rules should be defined in the organization's harassment prevention policies.
Analyze Needs (Sales Process)
Reviews how to best analyze the needs of a client during the sales process.
Change Is Not in My Vocabulary...
Every once in a while, you'll run into someone who thinks change is a four-letter word. They get so wrapped up in their own way of doing things that they can't - or won't - see that there might be a better way.
Coaching Moment 1 (Sales Coaching)
Coaching to keep a strength from becoming a liability. This video specifically covers recognizing buying signals and building trust without losing credibility.
Coaching Moment 2 (Sales Coaching)
Helping a sales rep deal with objections to close the sale. Pricing objections, price justifications and connecting customers needs to your solutions are all covered in this realistic scenario.
Commit to Change (Dramatic)
Dealing with the changes related to relocation; the importance of making a commitment to change.
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 Performance Issues
Answers the question,"How can a manager deal with performance issues when it comes to someone who is covered by the ADA?"
Common ADA Question About Reasonable Accommodation
Answers the question,"What constitutes a 'reasonable accommodation' for someone who is covered under the ADA?"
Common ADA Questions (Hiring)
Answers the question,"Do you have to hire someone just because he or she has a covered disability, even if they cannot perform an essential function of the job?"
Common ADA Questions About Hiring
Help managers learn how to effectively handle and respond to tough ADA issues and guide them through the recruitment process.
Communication - Outline Intent
How to best prepare to communicate effectively with others.
Courage 2 Coach™ - Coaching to Empower
One of the things it seems like we have to do more often these days is to ask people who are already doing a good job to - well - crank it up a notch. We just need a little more. This short video gives an example of empowering others to do more.
Courage 2 Coach™ - Coaching to Motivate
When you've got one of those "problem child" situations, coaching's always the best option. It's best to use the same process. "This is the situation and this is what I expect." This video helps reinforce the way to coach and motivate.
Courage 2 Coach™ - Coaching to Specific Issues
Attitude problem. How do we deal with someone who's going 100 miles an hour in the right direction, doing a good job, while royally ticking off co-workers or customers in the process? Coaching of course! Here's a powerful short video on making the most of motivating a good employee.
Dealing with Workplace Dating (from Legal Briefs™)
Workplace dating can be a tough topic to tackle... especially if it happens between managers and direct reports. Get in front of the situation by understanding the issues and how your harassment and discrimination policy guides your steps.
Did You Hear About...?
How many times have you found out something about somebody you work with and - you don't mean to – but you start treating the person differently. Believe it or not, that could end up being a bad thing. Gossip in the workplace usually ends up bad...for everyone.
Discipline & Termination: Avoiding Discipline
This video clip covers possible legal implications if a manager avoids taking appropriate disciplinary action with an employee.
Discipline & Termination: Documenting Correctly
This video clip covers the legal implications of under-documenting and over-documenting performance issues as well as the importance of documenting correctly.
Discipline & Termination: Inconsistent Discipline
This video clip discusses the possible legal implications if a manager does not use consistent disciplinary action with all employees.
Discipline & Termination: Preparing to Terminate
This video clip tackles the issue of not being prepared for a termination meeting and how it can cause managers to say or do something inappropriate and/or illegal.
Do I Have to Spell It Out?
When generational communication differences cause misunderstandings about work requirements and work/life balance
Establish Commitment (Sales Process)
Discusses how to gain commitment from a client during a sales interaction.
Everyday Diversity™ An Introduction to Diversity Recruiting & Hiring
Are you curious how diversity can help your team be more innovative and impact your culture? To begin, we need to know that diversity is a term that doesn’t apply to just a few things … like race and gender… diversity also encompasses people from different cultures or regions of the country. Or, it could be people of different ages or educational backgrounds.
Everyday Diversity™ Avoiding Bias in Hiring
Bias impacts how we see candidates and often limits our ability to find and hire the best talent. Why? Because we often make assumptions about the candidates. Everyone makes assumptions about others... it's a natural part of how we interact with each other. Probably more times than we'd like to admit, we let appearances impact the way we think and treat others.
Everyday Diversity™ Exploring Filters
When it comes to interacting with others in the workplace, we all have filters. Our filters are made up of our experiences, our upbringing, beliefs… and so much more. When it comes down to it, these filters impact how we perceive and understand the world around us. The key is learning how to use these filters to our advantage!
Everyday Diversity™ Keeping Diverse Candidates
So, you hired the candidate you’ve been looking for? Well, your job’s not done. You simply can’t let them fend for themselves. You need to work on keeping them… by making a conscious effort to make them feel included – AND an integral part of the organization. How do we do that? First, introduce them to people in the company who can be of assistance – on the big and the small stuff.
Everyday Diversity™ Selecting Diverse Candidates
How important is it to select diverse candidates? Conventional wisdom says that having team members who are all alike… makes working together easier… and that may be true. But, when it comes to creative and innovative ideas, a diverse team gets better results.
Failing to Enforce Organizational Policy (from Legal Briefs™)
Failing to implement and especially failing to enforce your organization's harassment and discrimination prevention policies can lead to big problems for you... and the organization. This short video discusses the consequences of failing to enforce harassment prevention policies and procedures.
Failing to Prevent All Forms of Harassment (from Legal Briefs™)
The consequences of not preventing workplace harassment are just too detrimental. This short video outlines those very consequences of failing to prevent harassment and discrimination.
FMLA - Informing Employees of Their Rights & Policies
As a manager, you've got several responsibilities when it comes to the FMLA. Things like making sure your people understand their rights and responsibilities under the law; making sure they understand your organization's policies - just to name a few.
FMLA - Key Actions to Stay in Compliance
Key actions discussed: Call your HR department whenever employees are out for 4 days or more, or whenever a potential FMLA issue arises. Make absolutely sure that your employees understand their rights and responsibilities under the law, by making sure they are in contact with HR. Always be fair and compassionate.
FMLA - Reduced Schedules & Leaves
One of the biggest issues that managers struggle with is the requirement to give reduced schedules or intermittent leave, especially in the case of chronic conditions, and how that may relate to the Americans with Disabilities Act or ADA. A serious health condition or disability may require an employee to work a reduced schedule.
FMLA - Returning to Work
As tempting as it may be, when an employee is on an FMLA leave, you can't demand that he or she come back to work; even if you offer to make a reasonable accommodation, like a flexible schedule or assignment to light duty work.
FMLA - What Qualifies for FMLA Leave?
You should not be the one to make a final determination on whether or not something is a "serious health condition." That should always be left to your HR department. However, you do need to have at least a working knowledge of what qualifies as a "serious health condition" and all the other reasons an employee's time off can be designated as an FMLA leave.
Getting Much Sleep?
Retaliating against an employee who reports misconduct by supervisor.
Good People, Bad Choices - Video Introduction
This vignette introduces the concept of ethics in the workplace. Defining ethics and ethical behavior.
Good People, Bad Choices - Video Summary
Summary vignette for the Good People, Bad Choice program. An ethical "to do" list of questions is presented.
Hand Washing 101
You should always wash your hands before, during, and after preparing or eating food, using the toilet, caring for someone who is sick, blowing your nose (or coughing/sneezing), handling animals or touching garbage. Think of hand washing as a process. Follow these steps to ensure proper hand washing.
Harassment & Responsibilities of Supervisors/Managers
Responsibilities of supervisors and managers to investigate all complaints.
He Doesn't Look Nearly As Good In a Skirt?
Understanding that assumptions (gossip or rumor) reported as fact can have a negative impact on diversity and inclusion.
Hey, It's Just a Joke!
Impact of inappropriate humor on perceptions and workplace relationships.
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.
He’s Big…Really Big
Discussions with co-workers that ridicule or disrespect anyone because of a protected class status can be offensive and lead to an accusation of discriminatory harassment. Insensitive remarks about an overweight co-worker can lead to the perception of harassment.
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.
I Didn't Understand One Word
Dealing with language barriers in the workplace
I Don't Understand
An employee has difficulty helping a patient due to a language barrier.
I Quit! (from FOSA™ Documenting Discipline)
Sometimes things just don't work out. You've used progressive discipline to help bring issues to the forefront. With FOSA™, you gave ample opportunities for improvement. It's up to the employee to make those changes stick.
If I'm History, So Is He!
Making open threats against a manager.
Insight: Build on Strengths (Not Fixing Weaknesses)
The notion that to become a great leader one must build strengths rather than fix weaknesses.
Insight: Combinations of Strengths Produce Exponential Results
The notion that it is a combination of strengths that produces results and leads to extraordinary leadership
Insight: Five Clusters of Strengths That Really Matter
The perspective that all leadership competencies are not equal; there are five key strengths that matter most
Involve Your Audience
How to inspire and influence others to communicate effectively by involving them.
It Will Change Your Life!
It can be one thing to casually invite someone to attend religious services with you, or to occasionally mention a religious belief or practice. But when you repeatedly and openly talk about your religious beliefs, or proselytize, to the point that it offends a co-worker, you can easily be accused of harassment.
It's Just an Expression - Updated!
Helping employees and co-workers gain a better understanding of “diversity moments” through an example of how seemingly innocent expressions may have a harmful impact.
It’s All Good (from Good People, Bad Choices™)
A newly approved vendor sends an expensive gift to an employee. This vignette addresses the perceptions (and sometimes the reality) of accepting gifts.
Just Some Good Clean Fun
When humor goes too far and becomes inappropriate teasing and/or hazing.
Just Tell Them I'm Not Here
Digitally Remastered! You know, one of the things that's easy to forget is that our team members pay attention to every little thing we say and do. Like it or not, we set the example. And when we ask an employee to do something that's questionable—like making up an excuse because we've forgotten something or don't want to deal with someone— it has an impact. It might not seem like much at the time, but all those "little tears" can eventually begin to rip our organization's integrity fabric to pieces. As leaders, we need to hold ourselves and our peers accountable to make sure that doesn't happen.
Legal Briefs™ Recruiting and Hiring: Avoiding Illegal Questions
Avoiding illegal questions during the interview process.
Legal Briefs™ Recruiting and Hiring: Conducting Legal Reference Checks
Conducting legal reference and background checks.
Legal Briefs™ Recruiting and Hiring: Describing the Job
The importance of using job-specific language and not exaggerating the benefits of a job during the recruiting and interviewing process
Legal Briefs™ Recruiting and Hiring: Promoting Diversity Legally
Dealing with members of a federally-protected status group during the recruiting and interviewing process.
Legal Briefs™ Workplace Privacy: Managing Expectations of Privacy
Managing employees' expectations of privacy in the workplace.
Legal Briefs™ Workplace Privacy: Privacy in Cyberspace
The internet and social media have created new areas of concern for managers. You might wonder, how can privacy law even be an issue for something that is so public? Well, the answer is, there are at least two kinds of privacy. One is where we have to keep confidential information… confidential. But the other is where an employer is not allowed to consider an employee’s private life, even if that life is very public.
Legal Briefs™ Workplace Violence: An Employee with a Temper
Dealing with hot tempers that could potentially lead to workplace violence.
Legal Briefs™ Workplace Violence: Dealing with an ADA-Protected Employee
Responding to unprofessional or violent behavior when dealing with an ADA-protected employee.
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.
Legal Briefs™ Workplace Violence: Investigating Rumors of Threats
The importance of investigating rumors of threats regardless of who is involved.
Legal Briefs™ Workplace Violence: Pre-Employment Screening
Obtaining permissions for pre-employment screening
Let's M.E.E.T.™ Conflict Resolution Module
Help managers meet compliance standards for harassment-prevention training by using the M.E.E.T.™ model in everyday interactions.
Link to Solutions (Sales Process)
Reviews how to best link a client's needs with solutions.
Listen, I Was Just Wondering...
Could an unwelcome pursuit can become harassing behavior? What if it was a manager pursuing an employee? Fishing in the company pond for romance does happen, but there is more at risk than just rejection. Supervisors and managers should never proposition subordinates. Even social invitations between co-workers need to be carefully asked.
Managing Silence (Behavior-Based Interviewing)
Being uncomfortable with silence during an interview may be the most common problem interviewers face, and most will just change the subject and move on. But look at it this way. When candidates are silent, it usually means they're thinking. That silence is your friend, your tool. If you change the subject and move on, you may be shutting down a revealing answer. So respect silence.
Narrow Your Focus
How narrowing the focus of communication can add clarity and immediacy.
No Mistakes! (from FOSA™ Documenting Discipline)
Everybody makes mistakes. That's a true statement. But the expectation should be that we get all the work done and that it's 100% accurate. This video walks through setting accuracy/work expectations.
Non-Verbal Indicators (Behavior-Based Interviewing)
To uncover past behaviors from candidates, sometimes we need to follow "feeling" clues. Feelings point to the hidden parts of past behavior. And, of course, none of us are mind readers when it comes to reading feelings, but all of us can learn to recognize the non-verbal indicators of feelings.
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.
Peer Today, Boss Tomorrow™: Communicate
This video provides an example on how to properly and appropriately communicate sensitive information (like layoffs or organizational changes) that impact a work team.
Peer Today, Boss Tomorrow™: Take Action
This video provides a powerful example of how new managers/supervisors can earn credibility by admitting past mistakes and reviews four strategies to effectively make the transition from peer to boss.
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.
Prepare for Communicating Effectively
How to best prepare to communicate effectively. Follow a process for getting ready to communicate with others.
Preventing Workplace Bullying: Program Summary
Knowing the definition of workplace bullying is just the start. You need to recognize and address bullying immediately. Have an action plan based on organizational policy. Get HR and management involved quickly.
Put Warning Lights on You
You know, some of us figure a pregnant joke or two is just something that comes with the territory. It's no big deal. Well, those days are over. This video shows how a simple joke or two might lead to harassment. Remember, when it comes to your co-workers - the safest thing to do is… if you can't say something nice... just don't say anything at all.
Recognize Opportunities
Helping a sales staff member recognize (the importance of) sales opportunities.
Recognize Opportunities (Example 1)
An example of how sales team members can practice skills to recognize sales opportunities. Ask, Listen, Clarify and Confirm to uncover these opportunities.
Recognize Opportunities (Example 2)
An example of how sales team members can practice skills to recognize sales opportunities.
Recognizing & Stopping Harassment (from Legal Briefs™)
When it comes to preventing workplace harassment and discrimination, you need to recognize it... and quickly. This video outlines how to recognize and stop both.
Recognizing Bullying Behavior
Why is it important to know what behavior is “bully behavior”? Because if you are going to stop it, you first have to identify it; you also have to acknowledge that the behavior was hurtful, intended, happening more than once and purposeful.
Recruiting & Hiring (from It's the Law™)
When it comes to recruiting and hiring, there's a lot you need to know as a manager - unless of course you want to spend the next the next couple of years working with me to try to justify your actions to a jury. A variety of state, federal, and local laws impact how you recruit, hire, and promote people. The best way to ensure that everything is on the up and up is to make sure that every decision is based on the person's ability to do the job!
Redirect
Redirecting focus when mistakes are made is a key strategy to building positive relationships.
Redirection With a Coworker
How using positive redirection with a coworker improves relationships and performance.