Sessions

At least 37% of employees experience or witness bullying (WBI US), and over 40% of women report being harassed at work (Quinnipiac). HRBPs are often tasked to deal with such behavior, as well as a wide array of other undesirable destructive behaviors like insensitivity (low-EQ), inhibition and self-censoring, and procrastination. Too often managers -- and sometimes HRBPs -- respond to counterproductive behavior with threats, moral judgments, or avoidance. Such responses are usually ineffectual and result in unnecessary tension, lost productivity, and avoidable exits.

Advances in neuroscience have led to the creation of tools that can help HRBPs intervene more effectively.

This presentation describes those tools and prepares you to help develop skills in others to improve employee performance. These tools allow them to intervene in a manner that reduces or eliminates the moral blame that makes such interventions more difficult, resulting instead in employees motivated and equipped to change their behavior.

The starting point for this presentation is a case study of significant positive behavior change. The case describes a high-performing employee seen by peers as hostile, aggressive, dismissive, and misogynistic. He failed to respond to two warnings that without a change, he would be terminated. An intervention based on the skills you will learn in this presentation resulted in a swift, complete, and lasting turn-around in his behavior. This led his supervisor (and his significant other!) to describe him as “a changed man”. He earned the right to stay and continued to be the most valuable individual contributor in his department. Indeed, he garnered the acceptance and respect of his colleagues, was promoted to management, and was very successful in that role – a role for which he could not have even been considered previously.

In this presentation, you will

• Discover the neurological foundation of inappropriate and unproductive workplace behavior.
• Acquire tools to help troublesome employees evaluate and enhance their motivation to improve.
• Learn new approaches to workplace behavioral interventions that are more effective (and less stressful!).
• Acquire resources to teach others to make use of these tools.