WHY GIVING FEEDBACK TO A TOXIC PERSON OFTEN FAILS. HERE ARE TOP STRATEGIES THAT
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| Description: | ?They are often known as narcissists, bullies, and clever chameleons who knock down, but kiss up,? said Dr. Mitch Kusy, author of his newly released book, Why I Don?t Work Here Anymore: A Leader?s Guide to Offset the Financial and Emotional Costs of Toxic Employees. They shame, manipulate, and belittle in public and private as their modus operandi. Leaders often feel the angst they cause but are often unaware of how prevalent they are or how much they cost?in terms of money and team performance. Until now! Dr. Mitch Kusy, with colleague Dr. Elizabeth Holloway, conducted an extensive 3-year national study of over 400 individuals on what makes toxic people tick?and how to successfully handle their disruptive behaviors and design cultures of respectful engagement. Dr. Kusy recommends that leaders first determine the financial cost of uncivil cultures through his heavily researched Toxic Cost Worksheet. This will help leaders drive ?stake in the ground? that these behaviors not only erode personal well-being and team performance, but also the bottom line. How much of the bottom line? Through this Toxic Cost Worksheet, it will be up to 6% of total compensation costs throughout your entire organization! In this webinar, Dr. Kusy helps leaders separate performance problems from toxic behavior problems. They are different and needed to be treated differently. Giving feedback to a toxic person is one of the most painful forms of feedback. Why? For three reasons. First, toxic people are often clueless about the impact of their actions on others. Second, leaders stumble over how to give feedback because it?s not as cut and dry as performance problems. Third, leaders often don?t understand the subtle differences in giving feedback to a toxic peer, a toxic direct report, and a toxic boss. This webinar shares all three perspectives such that leaders will be well-poised to provide feedback in the most successful light?all formed from extensive research and evidence-based practices of Dr. Kusy and others. Based on an extensive three-year national research study that Drs. Mitchell Kusy and Elizabeth Holloway conducted, Dr. Kusy has traveled the world sharing not only their cutting-edge research on toxic personalities but just as importantly?what to do about it. Dr. Mitchell Kusy?s latest book, Why I Don?t Work Here Anymore: A Leader?s Guide to Offset the Financial and Emotional Costs of Toxic Employees, shares top evidence-based practices in handling toxic personalities and creating work cultures of everyday civility that mean business?bottom line business! Dr. Kusy has become known internationally as the how-to ?guide on the side? to help leaders deal with this often gossiped-about, but hardly ever an acted-upon problem. Learning Objectives Reduce the severity of toxic behaviors, which are rated by 92% of employees from 7 to 10 on a 10-point scale Tailor your feedback to the toxic person based on whether the employee is a peer, direct report, or boss Deal more effectively with the 94% of employees who have reported they have worked with a toxic person in the past 5 years Be exposed to a simple assessment tool to understand how team climate impacts everyday civility, as 87% reported that team climate worsened as a result of a toxic person Engage strategies to prevent the erosion of your customer business since 90% of customers who witness a toxic interchange between two employees tell others Identify top strategies to start the feedback conversation, keep it rolling positively, and end the conversation with critical actions Who Should Attend Executives Managers Supervisors Leadership coaches |
| Date: | Thursday, October 4, 2018 |
| Time: | 1:00pm UTC |
| Access: | Public |
| Created by: | Public Access |
| Updated: | Friday, September 21, 2018 7:16pm UTC |
| : | 139 |
| : | 7408700127 |
| : | support@grceducators.com |
| : | Vinod |
| : | 7408700127 |
| Comments: | None |