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Category: Civility

|June 22, 2017|No Comments

Efforts linked to values and behavior can’t be pigeonholed as a “human resource initiative” or a “risk management process”; they can’t be driven solely by legal counsel or compliance officers. They must be initiated and directed by senior leaders responsible for the overall direction of the enterprise.

Your leaders need to actively support it, communicate their expectations that all employees do the same, and demonstrate with their own behavior that …

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|May 25, 2017|No Comments

A main factor contributing to the problem of poor behavior is that we’ve made ethics, compliance, and daily behavioral standards too complex. By trying to convey too much, we accomplish too little. Thus “teach little, remember much” is a better mantra than “teach much, remember little.”

The more effective approach is to be as brazen in our simplicity and consistency as are the lawsuits and ethical lapses that make the …

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|May 4, 2017|No Comments

Civility in the workplace is sometimes viewed as a “soft skill” that is too vague to understand and control. Civility Rules! challenges that notion. What’s soft about preventing millions of dollars in damage? Preserving your firm’s reputation? Creating an environment where you can get the most out of your human capital investment? Avoiding breaches of compliance? Perhaps even saving lives?

All of these areas are affected by your organization’s culture. …

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|April 6, 2017|No Comments

Most organizations take a highly complex and fragmented divide-and-conquer approach to behavioral issues. They have an initiative on sexual harassment, one on discrimination, others on scores of compliance topics, perhaps one on values. The list goes on.

Typically, these initiatives are developed by experts in a narrow specialty who come up with a long list of important ideas, laden with technical terms that have specific meaning to the experts who …

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|March 30, 2017|No Comments

A leading hospital was concerned about the behavior of two prominent surgeons, widely known for treating other staff with contempt, displaying frequent emotional outbursts including screaming, and making condescending remarks and insulting members of the medical team. The leadership was worried about whether the hospital was headed towards a lawsuit.

The lawyer the hospital consulted tells them there doesn’t appear to be any legal threat. The physicians don’t tell sexual …

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