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Effective URL: https://trainingspoint.com/managing-toxic-other-employees-who-have-attitude-issues-webinar-training/1339?through=Albert16AugS
Submission: On August 17 via manual from DE — Scanned from DE
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Call: +1-661-336-9555 info@trainingspoint.com * Home * Webinars * Live Webinars * Recorded Session * Industry * FDA Compliance * Medical Devices * Clinical Research * Audit Webinar * HR Compliance * Banking and Finance * Hospital and Healthcare * Packaging and Labeling * Accounting, Payroll and Taxation * Food and beverages * Software * Miscellaneous * Speakers * Membership * Blogs * Latest Blogs * Latest News * Contact * Login * Login * Register * MANAGING TOXIC & OTHER EMPLOYEES WHO HAVE ATTITUDE ISSUES 28 Aug 2024 10:00 AM PDT | 01:00 PM EDT 60 Minutes DOWNLOAD BROCHURE EMAIL REMINDER REQUEST CALLBACK * Overview * Why should you attend? * Area covered * Who will benefit? * Speaker Toxic employees cause significant overt, covert, people-related & financial damage with their visible behavior just being the tip of the iceberg. For example, in one organization the day a former employee left the organization is considered one of their annual holidays. Clever toxic employees : * Utilize their technical expertise to intimidate & manipulate * Know who to flatter & who they can abuse * Turn their toxicity on & off depending on the impression they want to make Unfortunately, organizations can work against themselves & even promote toxicity by: * Restructuring his/her job to accommodate a toxic employee * Tolerating toxic employees who have valued expertise * Not assertively seeking employee feedback as to whether there is toxic behavior in the workplace * Not communicating to all employees the specific interpersonal behaviors that will not be tolerated – with the associated consequences Managers sometimes attempt to fix this type of problem by addressing a toxic employee's attitude. And while a toxic employee's attitude certainly affects his/her behavior, managers usually find that controlling an employee's attitude is next to impossible. Managers can be much more effective by: * Discussing the specific behaviors that are negatively impacting other employees and/or the * organization * Using positive & negative consequences to influence that behavior WHY SHOULD YOU ATTEND? Most organizations have employees who on occasion: * Complain & gossip excessively * Use inappropriate language * Are mildly insubordinate But Toxic Employees have interpersonal styles that demonstrate a pattern of counter-productive work behaviors. While Emotionally Intelligent employees are aware of their feelings & those of others exhibit a pattern of appropriate self-management. The toxic employee problem is surprisingly prevalent with research showing : * 95% of employees have & 64% are currently working with a toxic employee * 50% of employees have thought of quitting & 12% did because of a toxic employee * 25% of employees have reduced their work effort due to a toxic employee * 20% of employees feel they are a target weekly & 10% of employees see toxic behavior daily AREA COVERED I. Human & Financial Costs Resulting from Toxic Employees Toxic Employees Create: * Chaos & unnecessary complexity * Overt damage * Covert damage * Strife, stress & emotional damage * Productivity, quality & financial losses II. The A, B, and C’s Related to Toxic Employees * Employee attitudes * Employee behaviors * Consequences that managers can exert III. The Psyche of a Toxic Employee * Frequently seen toxic behaviors * Utilize ‘star status’ & technical expertise to intimidate & manipulate * A chameleon who knows who to flatter & who he/she can abuse * Turn their toxicity on & off depending on the impression they want to make * Three common forms of toxic behavior IV. Common Reactions to Toxic Employees That Frequently Don’t Work * Restructuring his/her job to accommodate the toxic employee * Tolerating toxic employees who bring rare expertise or experience * Not assertively seeking feedback from employees as to whether there is toxic behavior in the workplace * Not communicating to all employees the specific behaviors that will not be tolerated – with associated consequences V. Effective Approaches for Addressing & Preventing Toxicity Organization-wide strategies: * Making positive interpersonal behavior an organizational value * Evaluating interpersonal behavior as a part of the performance appraisal system * Training leaders on how to address toxic behavior * Using behavioral-based interview questions to screen toxic applicants * Exit interviewing to identify any toxic behavior in the workplace Departmental & team strategies: * Defining appropriate interpersonal interactions with behavior-specific descriptions & standards * Using team discussions & role-plays to clarify the application of the behavioral descriptions & standards * Utilizing a 360-degree feedback process to assess the work environment One-on-one strategies: * Stating explicitly that the behavior is not acceptable & why * Describing both unacceptable & acceptable behavior * Asking the employee to commit to & describe how he/she will change his/her behavior * Frequent, targeted counseling feedback * Executive coaches * Progressive discipline * Termination But even terminations are not a cure-all because of the: * Toxic-enabling people & organizational culture tendencies may remain * Employees may still be resentful of the way they were treated by the employee & the time it took the organization to react * The expertise & experience of the toxic employee are lost WHO WILL BENEFIT? Anyone with managerial or leadership responsibility Most organizations have employees who on occasion: * Complain & gossip excessively * Use inappropriate language * Are mildly insubordinate But Toxic Employees have interpersonal styles that demonstrate a pattern of counter-productive work behaviors. While Emotionally Intelligent employees are aware of their feelings & those of others exhibit a pattern of appropriate self-management. The toxic employee problem is surprisingly prevalent with research showing : * 95% of employees have & 64% are currently working with a toxic employee * 50% of employees have thought of quitting & 12% did because of a toxic employee * 25% of employees have reduced their work effort due to a toxic employee * 20% of employees feel they are a target weekly & 10% of employees see toxic behavior daily I. Human & Financial Costs Resulting from Toxic Employees Toxic Employees Create: * Chaos & unnecessary complexity * Overt damage * Covert damage * Strife, stress & emotional damage * Productivity, quality & financial losses II. The A, B, and C’s Related to Toxic Employees * Employee attitudes * Employee behaviors * Consequences that managers can exert III. The Psyche of a Toxic Employee * Frequently seen toxic behaviors * Utilize ‘star status’ & technical expertise to intimidate & manipulate * A chameleon who knows who to flatter & who he/she can abuse * Turn their toxicity on & off depending on the impression they want to make * Three common forms of toxic behavior IV. Common Reactions to Toxic Employees That Frequently Don’t Work * Restructuring his/her job to accommodate the toxic employee * Tolerating toxic employees who bring rare expertise or experience * Not assertively seeking feedback from employees as to whether there is toxic behavior in the workplace * Not communicating to all employees the specific behaviors that will not be tolerated – with associated consequences V. Effective Approaches for Addressing & Preventing Toxicity Organization-wide strategies: * Making positive interpersonal behavior an organizational value * Evaluating interpersonal behavior as a part of the performance appraisal system * Training leaders on how to address toxic behavior * Using behavioral-based interview questions to screen toxic applicants * Exit interviewing to identify any toxic behavior in the workplace Departmental & team strategies: * Defining appropriate interpersonal interactions with behavior-specific descriptions & standards * Using team discussions & role-plays to clarify the application of the behavioral descriptions & standards * Utilizing a 360-degree feedback process to assess the work environment One-on-one strategies: * Stating explicitly that the behavior is not acceptable & why * Describing both unacceptable & acceptable behavior * Asking the employee to commit to & describe how he/she will change his/her behavior * Frequent, targeted counseling feedback * Executive coaches * Progressive discipline * Termination But even terminations are not a cure-all because of the: * Toxic-enabling people & organizational culture tendencies may remain * Employees may still be resentful of the way they were treated by the employee & the time it took the organization to react * The expertise & experience of the toxic employee are lost Anyone with managerial or leadership responsibility CURRENCY: $ USD $ SGD Webinar Option Price Total Live session for 1 Participant INCREASE PARTICIPANTS 1 Participants $ 179 2 Participants $ 279 3 Participants $ 349 4 Participants $ 399 5 Participants $ 499 6 Participants $ 549 7 Participants $ 599 $ 179 Live + Recorded Session $ 269 Live + Transcript $ 249 Live + DVD/USB $ 399 Transcript (PDF Transcript of the Training) $ 149 Downloadable Recorded Session $ 219 DVD/USB $ 299 Group Session Participants + Recorded Live Session for 10 Participants (For adding extra attendees please contact our Customer Support Team) $ 799 ADD TO CART SPEAKER PROFILE Pete Tosh Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines:Maximizing Leadership EffectivenessImplementing Strategic HR InitiativesStrategic PlanningEnhancing Customer LoyaltyThe Focus Group has provided these consulting & training services to manufacturing & service organizations across the U.S., Canada, Europe & the Middle East.Pete has worked closely with the senior leadership teams of organizations such as Brink’s, EMC, State Farm Insurance, Marriott, N.C.I., Freddie Mac, and YKK Pete is also co-author of Leading Your Organization to the Next Level: The Core Disciplines of Sustained Profitable Growth. 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