Tame the Abrasive Leader to Create a Pathway of Respectful Culture

Recorded Session
60 Minutes
  • The Problem: Current administrative systems for managing employee relations are often adversarial and burden the employee unnecessarily.
  • The Problem: People do not see the root causes of bullying and harassment that generate high, unnecessary human and financial resources costs. 
  • The Problem: Professionals working with the challenges of bullying are not trained. 
  • Solution: The abrasive Leader Model for coaching provides professional development and transforms destructive conduct into stellar performance.
  • Solution: Organizational practices shift from a toxic culture into a dynamic and healthy one.

WHY SHOULD YOU ATTEND?

  • Gallup surveys and many other studies show the main reason people leave their jobs is due to the impact of an abrasive leader.
  • HR, managers, leaders, employees, and all disciplines learn how to recognize destructive bullying and abusive conduct. Make your mantra “Prevent Now, Respond Quickly, or Pay More Later.”
  • Use customized coaching to provide specific professional development education for Abrasive Leaders to enable the shift from aggressive conduct into stellar, empowering interactions with others. 
  • How professional development offers a possible option before legal and/or after legal actions

AREA COVERED

  • What workplace bullying looks like and the impact on others.
  • Recognize the causes, costs, and damages from workplace bullying. 
  • Essential knowledge about why most bullying situations continue. 
  • Identify how current administrative systems are inadequate, costly, and adversarial, and do little to stop bullying and protect the employee. 
  • What drives abrasive leader behavior? 
  • A unique Coaching program for abrasive leaders results in behavior change.
  • T-A-Dynamic for insight into maladaptive thinking and reacting patterns. 
  • How emotional intelligence and relationship skills turn around toxic climate.
  • Make this competency a standard for skilled leadership performance.

LEARNING OBJECTIVES

  • Define workplace bullying. 
  • Understand causes, costs, and damages from workplace bullying.
  • How current administrative systems are inadequate, costly, adversarial, and do little to stop bullying and protect the employee. 
  • Insight into abrasive leaders’ motivation and behavior. 
  • Learn a research-based, success model for coaching abrasive leaders. 
  • Learn the T-A-Dynamic and how habitual maladaptive responses are a key factor for bullying. 
  • Learn why maladaptive responses can be replaced with empathy, emotional intelligence, and interpersonal skills. 8. Importance of constructive relational skills as required performance for leaders and employees.

WHO WILL BENEFIT?

  • Any individual, position charged with responsibility for managerial/compliance
  • HR
  • Risk
  • Benefits
  • Training
  • Employee Relations
  • Union Leaders
  • Management Leaders
  • Security
  • EAP
  • Training
  • Organizational Development
  • Psychologists
  • Teachers and Employees
  • Medical Professionals
  • CEO
  • Executive Teams Learn how to Prevent Now, Respond Quickly, or Pay More Later.
  • Gallup surveys and many other studies show the main reason people leave their jobs is due to the impact of an abrasive leader.
  • HR, managers, leaders, employees, and all disciplines learn how to recognize destructive bullying and abusive conduct. Make your mantra “Prevent Now, Respond Quickly, or Pay More Later.”
  • Use customized coaching to provide specific professional development education for Abrasive Leaders to enable the shift from aggressive conduct into stellar, empowering interactions with others. 
  • How professional development offers a possible option before legal and/or after legal actions
  • What workplace bullying looks like and the impact on others.
  • Recognize the causes, costs, and damages from workplace bullying. 
  • Essential knowledge about why most bullying situations continue. 
  • Identify how current administrative systems are inadequate, costly, and adversarial, and do little to stop bullying and protect the employee. 
  • What drives abrasive leader behavior? 
  • A unique Coaching program for abrasive leaders results in behavior change.
  • T-A-Dynamic for insight into maladaptive thinking and reacting patterns. 
  • How emotional intelligence and relationship skills turn around toxic climate.
  • Make this competency a standard for skilled leadership performance.
  • Define workplace bullying. 
  • Understand causes, costs, and damages from workplace bullying.
  • How current administrative systems are inadequate, costly, adversarial, and do little to stop bullying and protect the employee. 
  • Insight into abrasive leaders’ motivation and behavior. 
  • Learn a research-based, success model for coaching abrasive leaders. 
  • Learn the T-A-Dynamic and how habitual maladaptive responses are a key factor for bullying. 
  • Learn why maladaptive responses can be replaced with empathy, emotional intelligence, and interpersonal skills. 8. Importance of constructive relational skills as required performance for leaders and employees.
  • Any individual, position charged with responsibility for managerial/compliance
  • HR
  • Risk
  • Benefits
  • Training
  • Employee Relations
  • Union Leaders
  • Management Leaders
  • Security
  • EAP
  • Training
  • Organizational Development
  • Psychologists
  • Teachers and Employees
  • Medical Professionals
  • CEO
  • Executive Teams Learn how to Prevent Now, Respond Quickly, or Pay More Later.

This webinar is on hold for future date. If you are interested in this webinar,
Please contact our customer care team 510-868-1040.

Speaker Profile

ins_img Susan Forster

Susan Forster is the founder of Positivitywork and is a highly experienced human resource expert. She works across industries to deliver organizational culture change consulting, leadership and employee development, and executive coaching services. Ms. Forster speaks on many topics related to personal and corporate transformation.Ms. Forster began her career working for a large utility in the San Francisco Bay Area, and many of her clients are in utilities and government. In addition, Ms. Forster's experience includes working as an independent consultant and an employee. As a result, she uses her informed perspective to assess how cultural issues impact the workplace.From …

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