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How managers can erode toxic behaviors, improve performance, and reduce workplace drama!
- 92% of employees rated the range of severity of toxic work behaviors 7 to 10 on a 10-point scale: How can leaders reduce the severity of these behaviors?
- 94% of employees have work with a toxic person in the past 5 years: What are best practices for leadership intervention?
- 87% reported that team climate worsened: How can leaders assess team climate with a simple and innovative assessment tool?
- 51% of your organization's top talent is likely to quit because of a toxic person: What are top leadership strategies to reduce this turnover?
- 90% of your customers who witness a toxic interchange between two employees tell others: How can leaders prevent the erosion of your business?
- 6% of individuals impacted by a toxic person ever filed a formal complaint: What can leaders do to increase this low reporting percentage?
Overview of the webinar
"They are often known as narcissists, bullies, and clever chameleons who knock down, but kiss up," said Dr. Mitch Kusy, author of his newly released book, Why I Don't Work Here Anymore: A Leader's Guide to Offset the Financial and Emotional Costs of Toxic Employees. They shame, manipulate, and belittle in public and private as their modus operandi. Working with organizational leaders, leaders feel the angst they cause, but are often unaware of how prevalent they are or how much they cost-in terms of money and team performance. What can leaders do to both deal with them once they are in your organization, as well as how to prevent these Dr. Jekyll and Mr. Hydes from ever entering your company?
In this webinar, you will understand how Dr. Kusy's extensive 3-year national study of over 400 individuals provides critical answers. Mitch's heavily researched Toxic Cost Worksheet will demonstrate how leaders can determine the financial ramifications of toxic people in you own organizations-up to 6% of total compensation costs and use this to sell to leaders why the buck stops here.
Beyond financial costs, Mitch provides innovative and simple recruiting practices to avoid hiring these narcissistic personas in the first place. And what about those 51% of employees who are likely to quit because of a toxic person? Stay tuned for his innovative use of the exit interview that will make you say: "Why didn't I think of that?"
He tackles the two top questions he has received from previous participants: How do I handle a toxic boss? How do I help organizations design cultures of everyday civility that mean business?
Strategies are easier when your toxic person has performance problems. But what about those toxic individuals who are your organizational stars? Mitch shares how giving feedback to a toxic star is painful, but it can be done quite effectively. He concludes this webinar by demonstrating how to integrate these strategies into daily practice-building new norms of respectful engagement that offset toxic behaviors. Positive organizational cultures are designed one strategy and one person at a time. He relates this through rich examples, robust practices, and clear strategies-all formed from Dr. Kusy's research and evidence-based methods.
Who should attend?
- Executives
- Managers
- Supervisors
- HR Manager
- Business Owners
- President
- HR personnel
- Vice-President
- Team Leaders
- CEO
Why should you attend?
One should attend this workshop if you are interested in how to:
- Create a safe, respectful work culture that impacts personal well-being and team performance
- Improve your bottom line by decreasing TOTAL compensation costs by 4% to 6%
- Decrease turnover by up to 12%
- Identify toxic protectors and toxic buffers who enable toxic behaviors to continue
- Use new, simple recruiting practices so that toxic individuals don't ever enter your organization
- Engage new forms of exit interviews that will stop toxic behaviors in their tracks
- Tailor your coaching of toxic individuals with templates based on whether the person is your peer, direct report, or boss
In addition, here are additional reasons to attend.
Based on an extensive three-year national research study that Drs. Mitchell Kusy and Elizabeth Holloway conducted, Dr. Kusy has traveled the world sharing not only their cutting-edge research on toxic personalities, but just as importantly-what to do about it. Dr. Mitchell Kusy's latest book, Why I Don't Work Here Anymore: A Leader's Guide to Offset the Financial and Emotional Costs of Toxic Employees, shares top evidence-based practices in handling toxic personalities and creating work cultures of everyday civility that mean business-bottom line business! Dr. Kusy has become known internationally as the how-to "guide on the side" to help leaders deal with this often gossiped-about, but hardly ever acted-upon problem!
Based on an extensive three-year national research study that Drs. Mitchell Kusy and Elizabeth Holloway conducted, Dr. Kusy has traveled the world sharing not only their cutting-edge research on toxic personalities, but just as importantly-what to do about it. Dr. Mitchell Kusy's latest book, Why I Don't Work Here Anymore: A Leader's Guide to Offset the Financial and Emotional Costs of Toxic Employees, shares top evidence-based practices in handling toxic personalities and creating work cultures of everyday civility that mean business-bottom line business! Dr. Kusy has become known internationally as the how-to "guide on the side" to help leaders deal with this often gossiped-about, but hardly ever acted-upon problem!
Faculty - Dr.MITCHELL KUSY
A corporate psychologist and 2005 Fulbright Scholar in Organization Development, Dr. Mitch Kusy is a professor in the PhD. Program, Graduate School of Leadership & Change, Antioch University. Mitch previously headed leadership and organization development at American Express and is now a renowned keynote speaker and consultant with hundreds of organizations nationally and internationally. Previous to his just-released book, Why I Don't Work Here Anymore: A Leader’s Guide to Offset the Financial and Emotional Costs of Toxic Employees, Mitch co-authored five business books—one a best-seller. In 1998, he was named Minnesota Organization Development Practitioner of the Year. He resides in Minneapolis and Palm Springs
Credits
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.