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Contrary to popular belief, judgment can be taught. As I wrote in last week’s post, “Matters of Judgment Can Be Taught: Starting with Leader (Mis)Behavior”, most leaders know the rules, but some choose to disregard them, in a misguided belief that the same standards don’t apply to them, that they won’t be caught, or that their great value to the organization overrides any misdeeds.

Where ambiguous workplace issues are concerned, it has become even trickier to determine when certain behavior crosses a line or whether it is merely a nettlesome business issue that requires careful factual analysis and an examination of the issues within the broader context of multiple circumstances.

Two unrelated trends will soon collide at work, triggering a perfect storm of workplace discontent and employee disengagement

Two ELI clients recently asked me, “What does your company offer to refresh the Civil Treatment^® learning we’ve just done?” or “What workplace ethics and compliance training should we provide next?”

In some cases, these questions are prompted by new regulatory initiatives such as the Department of Labor’s new Plan/Prevent/Protect compliance strategy. For these clients, the immediate solution may be Wage & Hour-FLSA training.

For other HR executives, the more important and fundamental question is “What can we do now?” rather than “What can we do next?”

Steve discusses the top HR challenge(s) organizations are facing.

I remember times in my past life in human resources when I was juggling 23 (count them!) things at once and felt that no one could help with any of them.