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Overview: In this webinar, HR professionals will get a ringside seat on the extensive 3-year national study by Dr. Mitchell Kusy and Dr. Elizabeth Holloway on how toxic behaviors in the workplace rob organizations of everyday civility. With over 400 individuals in their study, Dr. Kusy provides HR leaders with hard data and solid evidence on how everyday civility improves team performance and the bottom line. Respect is no longer a "nice to have."

Everyday civility means business! Of all the strategies researched in their study on toxic personalities, feedback was the #1 UNSUCCESSFUL strategy engaged by leaders! So what should HR do if feedback is not successful? Before feedback can be effective, a few other pieces of the pie need to be in place. Dr. Kusy will cover these top "before feedback" strategies, as well as three detailed templates needed for feedback to work. This webinar takes both macro and micro HR perspectives. The macro is presented in the form of how best to co-design organizational cultures of everyday civility-defined as a norm of respect that is modeled, reinforced, and integrated into the culture of the organization. Dr. Kusy provides real how-to's here. For example, he shares a new and simple way to integrate everyday civility into performance management. Another example is his engagement of innovative, simple, and no-cost 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 provides HR with new vehicles for understanding that everyday civility cultures are created one step at a time. It takes a village!

Micro HR perspectives are presented through unique team assessment strategies designed to identify how toxic behaviors erode team cultures. And the build-up of toxic team cultures creates toxic organizational cultures.

Why should you Attend: In this webinar, you will understand how Dr. Kusy's extensive 3-year national study of over 400 individuals provides critical answers for HR. Dr. Kusy's heavily researched Toxic Cost Worksheet will demonstrate how HR 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 change the way you and your organization conducts exit interviews.

He tackles the two top questions he has received from HR: How do I handle a toxic boss? How do I help organizations design cultures of everyday civility that mean business-bottom line 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 HR 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 research and evidence-based methods.

Areas Covered in the Session:

• 92% of employees rated the range of severity of toxic work behaviors 7 to 10 on a 10-point scale: How can HR 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 HR intervention?
• 87% reported that team climate worsened: How can HR 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 HR strategies to reduce this turnover?
• 90% of your customers who witness a toxic interchange between two employees tell others: How can HR prevent the erosion of your business?
• 6% of individuals impacted by a toxic person ever filed a formal complaint: What can HR do to increase this low reporting percentage?

Who Will Benefit:

• HR Leaders
• HR Practitioners
• Talent Development Professionals
• Organization Development Practitioners
• Leadership Coaches