From Reactive to Proactive Leadership: Strategies for a Respectful Workplace

[00:04:15] Clear Expectations

• Leading by example – if something is a rule, you have to actively stop situations when they are happening in your presence and if there are complaints
• Having detailed instruction for what you expect from all team members – this can include simple things such as start and end times but also should be as specific as behaviors that are required of team members as well as ones that will not be accepted

[00:09:24] Building Trust

• Remember that all team members are different, we shouldn’t expect things out of them that we wouldn’t expect from ourselves
• Many times people need individual adjustments according to their lives and needs and a good leader is flexible for their team

[00:12:43] Proactive vs. Reactive Leadership

• Having difficult conversations early – this is key
  • When there are problems or mistakes happening; the longer the conversation is held off the more room for embarrassment, the more frustrated both parties may be, and the closer to true disciplinary action
• Practice the CHANGE method
  • Conversation – talk first and early
  • Human – remember to bring in the human aspect, they are just a person who could be dealing with things outside of work
  • Advising – take this as an opportunity to find alternative and accessible options for your employee – help them find a solution
  • Name the specific behavior – be clear what exactly isn’t going right, be honest and kind
  • Give them the opportunity to respond – make sure there is space for the employee to talk as well
  • Expectations – how will this change going forward and what are you both looking for?
• This also goes with positive conversations, remember to continue to give praise to your team when they go above and beyond or are showing improvement

[00:19:42] Disrespect in the Workplace

• This has to be something that it just completely unacceptable. You can choose to have a “three strikes you’re out” system but it has to be known amongst the team and followed closely
  • Discrimination, derogatory terminology or behavior should have extreme consequences if not immediate termination

[00:38:05] The No Asshole Rule: by Robert Sutton

• What you tolerate you get
• The cost of keeping toxic employees is exponential in comparison to what they bring in
• You can always teach institutional knowledge to a new person who is a team player and brings joy to the rest of the group

[00:39:16] Civility in Society

• There has been a lack of civility in society that has trickled down into the workplace as well, without having to interact face to face we have had limited communication with formalities and even just a smile
• People are on the defense, its a time where we need to put in an additional effort to just be a little nicer

[00:42:37] Teaching People to Connect Again

• Become more exposed to people who aren’t like you
• Try to get to know people you work with
• Ask people questions about themselves
• Again, the managers, leaders need to show this by example. One on one’s do not have to be work specific and they could even be monthly or quarterly lunches without work talk at all