Respect at Work


Training programs for mentally safe, fair and respectful workplace cultures

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DISC ADVANCED

Posted on 13 January, 2020 at 20:00


Last November I completed DISC ADVANCED accreditation training and am now a DISC ADVANCED Accredited Consultant - Yay for me :)

Prior to the training I had just enough DISC knowledge to have my fingers crossed that it would be a useful tool and something I would be comfortable to believe in and confidently use going forward.  Happily DISC delivered everything I hoped for and I am excited to start using it.

DISC ADVANCED was specifically designed for the workplace and is described as 'The World’s Most Advanced Behavioural Assessment System',  widely used by Australian Business and all levels of Government.  A personal bonus for me is that the original 4 Quadrant DISC model was created (in the 1920's) by William Marston who was (amongst other things) the creator of Wonder Woman - you've got to love the lasso of truth! 

The 4 quadrants are D = dominance, I = influence, S = steadiness and C = compliance, no one quadrant is any 'better' than the others and individual assessments come back with results that are combinations of the quadrant styles.  DISC assessments measure both the subconscious “real self” and the conscious behavioural style, these 2 profiles(real and adjusted) provide enormous self-awareness and potential for self-development for individuals. What I also love about this tool is the further option to look at pair or team assessments, thus providing insights, strengths, challenges and communication strategies.

As an accredited consultant my job is to make sure the results are interpreted correctly and to debrief participants on how they can/should use the results.  DISC ADVANCED assessments fit so well to the aim of Respect at Work — to create and maintain safe, fair and peaceful workplace cultures.  Please get in touch if you would like to add DISC ADVANCED assessments to your team Respect at Work training or one on one coaching.

Season respect

Posted on 22 December, 2019 at 21:00

Here we are again, the end of another year and this time we have the bonus optimism of a new decade. 
For many people this is the time for family, friends and celebrations, for others this time represents something very different and for those people I wish compassion and tolerance and send my respect.

As with everything human, this time of the year is full of contradictions; the stress and pressure of creating 'perfect' happy family memories causes impatience, rudeness and lack of respect to service staff and others marching to the same pressures — that doesn't really make much sense.   I was talking to a staff member at my local supermarket and asked her if people are nicer at this time of year, she dramatically rolled her eyes and proceeded to tell me horror stories of impatient shoppers blaming her for any (and every) delay. What is wrong with us that we can treat others in ways that we would never accept for ourselves or for our loved ones?

People appreciate a smile and a few words, no judgement necessary.  Respect translates across cultures, generations and all differences; after all, it takes more energy to judge and disrespect than it does to accept and smile. :)

I wish everyone a safe and happy end of year and all the very best for 2020 - I'm feeling excited - it's going to be a good year 8)

Words - Open to interpretation?

Posted on 1 December, 2019 at 23:40

Image by Gabrielle_RRI from Pixabay

The things people get caught up on never cease to amaze me. Words often become an issue when they are attached to the concept of 'political correctness'; that concept itself is then verbalised with invisible air inverted commas " ". The term political correctness defined by Wikipedia is 'used to describe a preference for inclusive language and avoiding language or behaviour that can be seen as excluding, marginalizing, or insulting groups of people considered disadvantaged or discriminated against, especially groups defined by sex or race.' — If this is political correctness, it sounds like a lovely respectful idea to me.

Only a few days ago I was asked 'why does it matter if I say that something is retarded or gay?', After an internal sigh I launched into the 'it matters to anyone who may identify with those attributes if those names are used in a negative way' explanation. Next came the 'if I don't mean it, why should I care if someone is offended?' question - followed by 'words have power', and 'impact not intent' discussions. It is easy to feel judgement to those that think differently to us, for me that may be to judge the racist, homophobic or sexist words or comments of an individual, thinking of them as ignorant or rude.  But if we don't provide safe spaces for questions and calm conversations are we not stifling opportunities to break down ignorance?  If knowledge is power surely we have an obligation to share it safely and respectfully.

Respect is such a great word; as demonstrated by the number of workplaces with respect as one of their values. It feels like it should be simple to define until people try to explain it. My favourite explanations of respect include; valuing other people, not judging, and kindness to others. Interestingly I have also had conversations with those that don't believe kindness has a place when business decisions need to be made, I personally don't agree but I can see where their perception is coming from. Other words that seem to cause refection at times are; clique, assertiveness and bullying.

Political correctness, respect, kindness, clique, assertiveness, bullying; these are all words that we may interpret depending on our personal histories. What is important is that we keep having conversations. Safe conversations allow us to listen and from active listening comes the human ability to learn (possibly apologise), adapt and move on respectfully.

https/en.wikipedia.org/wiki/Political_correctness 

Stress and Burn-out

Posted on 27 October, 2019 at 17:00

Image by Peggy und Marco Lachmann-Anke from Pixabay

Burn-out seems to be a current HR topic and this year the World Health Organisation declared workplace burnout to be an occupational phenomenon. WHO defines workplace burnout as “Burn-out is a syndrome conceptualised as resulting from chronic workplace stress that has not been successfully managed."

We're just coming out of Work Safe Month where the theme this year has been Safe Bodies, Safe Minds, I attended a few events and the turn out was fantastic. It seems that more organisations are realising that as important as R U OK? Day, Mental Health Week and Stress Down Day are, it's simply not enough to just have one-off events. Mental wellness needs to be part of the organisations DNA.

So how does that happen? How do you move from awareness days to a genuine accepting and inclusive culture where everyone can safely speak up? Unfortunately I guess that for some industries this is easier than others, it shouldn't be but I think it probably is, but that just means that those industries have to try harder to live and breathe safe listening cultures.

I watched an extremely confronting and yet necessary film yesterday — this film has been made for police and I supported my chronic PTSD diagnosed wife through 40 minutes of very hard viewing. The emotions I felt though this film were extreme and this led to much contemplation over the last 24 hours. My contemplation wasn't just about emergency service workers; dangerous situations and emotional demands are part of many industries. For the person living with the stressors, the seriousness of the pressure to meet demands is not measured by one industry against another. The workplace stressors for the Police Officer, the aged care worker, or, the apprentice electrician might differ but all are potentially dangerous for that individual.

In those industries where time off more than likely equals staff shortages and those staff shortages equal potentially dangerous situations, how much extra pressure does that apply? When just the 'normal' pressures of a job involve human trauma and tragedy (but it's 'just' part of the job), and those pressures start to seep into your subconscious how do accept/admit you are struggling? How do you recognise when you are affected in an industry where you have to be strong and in control? How do you speak up and ask for help knowing that your colleagues have the same experiences? How do you have a voice when those in power condemn you for being weak? How do you not make mistakes? How does that stress not impact every other area of your life?

I guess this film and others like it are a start, but we all HAVE to keep the conversations and the awareness happening. By creating awareness of the mental health risks in any industry, by creating safe and supportive environments where individuals can speak up and get assistance before they need time off, we will create change.

Many individuals still think that speaking up equates to 'being weak' or 'not being good enough', but this isn’t the case at all. Our working world is fast-paced, stressful and often under resourced — it's easy to feel over-whelmed. The first important step (after being brave enough to recognise how you are feeling) is to be open and start having a real conversation with someone you trust. A safe, respectful, accepting and inclusive work culture will provide opportunities for trusted conversation options but this doesn't just happen, this takes work and is a whole workplace commitment.

A safe, respectful, accepting and inclusive work culture can help to create a healthy set of boundaries and strategies for you at work. If you don't know how to create a safe, respectful, accepting and inclusive culture where everyone can safely speak up then ask for help. Respect at Work can talk to you about your workplace situation and help find the strategies you need.

*https/www.who.int/mental_health/evidence/burn-out/en/

World Mental Health Day

Posted on 10 October, 2019 at 3:40

Today is World Mental Health Day and I've made my mental health promise to Help reduce stigma around mental illness to make way for more people to seek help https/1010.org.au/mhp/promise-23843/.

Mental Health is no longer a secret to be kept from the workplace but we still have work to do to make it more visible and to ensure people are safe to disclose if they wish to. Make your own promise here https/1010.org.au/make-a-promise/ and be part of a world-wide movement to improve mental wellbeing in our community. #MentalHealthPromise.

About one in five Australians will experience difficulties with their mental health at some stage of their lives, and if I think of my circle of friends and family there are very few not touched in some way by troubling anxiety, depression, PTSD and other conditions.  These conditions can affect how a person feels, thinks, behaves, and interacts with other people on occasions.  Workplaces, work processes 'the way we do things here', and colleagues can significantly affect a person’s capacity to continue (and thrive) in employment.  Mental health and wellbeing awareness takes away stigma, breaks down barriers and equips us with the tools to understand and have better conversations.  It is good to see many workplaces embracing this awareness but we can all do better.  Every person you meet is dealing with their own daily journey and for some that journey is easier than others.  If today your journey is an easy one, reach out, open your eyes, start a conversation, be present — make a difference.


This infographic from SafeWork Australia gives a great overview of the mental health status in Australia, print it out, email it around the office, start discussions.  https/www.safeworkaustralia.gov.au/system/files/documents/1901/mental-health-infographic-v2.jpg 



Pass it on

Posted on 24 September, 2019 at 1:05

Image by John Hain from Pixabay

Incivility is contagious but so is respect

To quote a recent Gartner Survey (June 2019), 'the data reveals that the number one reason employees cite for leaving their job is respect, or lack of it. Respect rose seven places in 1Q19 to become the leading driver of attrition among Australian workers.'

Employees who feel respected in the workplace are happier, more present and more engaged.
Employees who feel disrespected in the workplace are more likely to be resentful, disengaged and looking to take their talents elsewhere.

Training participants often tell me that they demonstrate respect to all clients, regardless of their personal feelings towards that person.  They say that they would never disrespect a client - this is to be expected.  Customer service is important, and I know that personally a friendly and positive (respectful) exchange from a service provider can leave me smiling. Scientists tell us that smiling can help release our 'happy chemicals' (dopamine and serotonin), or, as my Mum always said; 'a smile tricks your brain into feeling happy’, seeing people happy certainly makes me feel brighter.

So, knowing that smiles are contagious can respect also be? Let's look at the opposite; think of a disagreement that spirals out of control, one person raises their voice, doesn't listen and uses unpleasant words (hmm = disrespects), before you know it the other person is acting the same way. Or, we've all been in situations where our happy vibe is affected by a room full of negativity and misery — so, disrespect CAN be contagious.

Imagine a situation (workplace) where colleagues treat each other well; they pay attention, listen, don't gossip, value opinions and individuality and don't judge - imagine a new person coming into this environment - an environment where they are welcome and supported to be their best selves. In this situation respect becomes the norm, the benchmark for colleagues to measure up to. New employees 'catch' the respectful behaviours thus continuing the respectful environment.

We're all responsible for our workplace behaviour, let's actively engage in and encourage the culture we want to be part of.

*https/www.gartner.com/en/newsroom/press-releases/2019-06-11-gartner-survey-finds-more-australian-workers-ready-to0 

'Silence is golden, but sometimes it's just plain yella'

Posted on 2 September, 2019 at 20:50

Image by Robin Higgins from Pixabay

A good friend once quoted her Mum to me "Silence is golden, but sometimes it's just plain yella", I loved the quote so much that it lives permanently on my office whiteboard.

Is what looks like an amiable culture really just a culture of suffering in silence for some workplaces? Am I a coward if I don't speak up, am I an aggressor if I do? Everyone in a workplace needs to feel safe to raise an issue, confident that it will be received well and/or handled appropriately without needing to shout about it or feel that they are out of line. It is wired in us…people won’t be honest and speak up about what is important to them unless they feel safe to do so.

I started my working life with a ten-year career in hospitality and for us communication training was a constant. Back then (and it is a while ago), the industry knew that communication was the key to good service both for internal and external customers. So, what's changed? Communication skills training is rarely seen within a suite of compliance training — yet, open and easy communication is the foundation to comfortable workplace cultures.

We all have our own style of communication (and our own communication strengths and weaknesses), when not facilitating I am an observer, I like to sit quietly and take in the room. I appreciate opportunities to keep my silence before I speak as I believe that everyone has opinions and most have merit, I like to hear and consider the perspectives of others. My communication style does not suit every situation, if I just observe without speaking does my silence become 'yella'? There is nothing wrong with silence unless by my silence I am turning my back on important issues or breaching my duty of care to my workmates.

So how do I tell the difference between golden silence and cowardice? I take note of how I feel, there is a big difference between the desire of wanting to speak but not feeling able to and quiet contemplation. When I am ready to use my voice do I know it will be heard. Am I choosing my silence over someone else’s safety? Could my words unintentionally cause harm — sometimes, for me, the gold is simply taking an extra moment to choose my words before I open my mouth.

What is the culture like in your workplace? Is everyone safe and supported to speak up? Does your organisation encourage perspectives and opinions, or do they squash voices and innovation by not allowing participation? If your peers do not speak up are they cowards, or are they simply doing their best to keep themselves safe.

You can't fix a culture of bad communication by simply posting a memo saying; 'our door is always open, please speak up' or by introducing a new communication policy — there is no instant quick fix. Improving the communication (or any cultural issues) takes time and effort, the memo and policy are a good start but are meer tokens if you don't walk the talk. Walk around your workplace, what do you notice? Be an active consumer of your environment, is there a comfortable vibe? If there is silence is it comfortable, awkward or bubbling with resentment? do people go out of their way to engage with others. Is everyone encouraged to have their say and when people talk do others listen respectfully without judgement. If you’re not happy with the culture you see, don’t put your head in the sand or ‘wait for the right time’.

You may be just one of many in a workplace, but your workplace culture is your responsibility just as much as everyone else. Your input, your voice and your ears are powerful tools that contribute to the culture that you want, and are willing to accept. The time to stand up, take responsibility and make changes is right now.

Do you have a mentor?

Posted on 14 August, 2019 at 19:25

Image by Tumisu from Pixabay 


A couple of weeks ago I was lucky enough to hear a brilliant speaker who within her presentation spoke about the amazing value of having sponsors and mentors. She really made me think about who I have in my corner, who inspires and pushes me and supports me to be the best I can be.

I often speak to groups of managers about the importance of peer support and mentoring as I don't think this is something that is done well in many Tasmanian workplaces. But if I'm being honest, I have to say that I don't do it well either. I do have a couple of informal mentors — not that they know, because I've never said or asked. I'm now thinking about the unique challenges of being the sole trainer in my own small business, business is great but I could really do with a sounding board and some tough love at times. So why don't I ask a valued colleague to be my mentor? is it because it makes me vulnerable? or, do I think they will refuse for fear of competition? probably a little of both.

Respect at Work is unique, and my training style is my own so what is holding me back I wonder. Self-doubt and feelings of inadequacy are such enemies to productivity, but I am as human as everyone else and these emotions occasionally creep in. Asking someone to be my mentor is surely a sign of flattery and likely would be a win-win situation for us both.

Thinking back 30 years to my first supervisory role, it was an exciting but terrifying time. Going from thinking only about yourself to being responsible for others is a big shift. A great interview and attendance at the right number of courses doesn't make a good manager, a good manager relies on more than technical skill. And, like learning to drive, practical exercises don't compare to the daily navigational challenges of the job. My supervisory journey was like a traineeship or an apprenticeship in successful people management because I had a couple of awesome coaches. We didn't speak of mentors back then but that's similar to what they were, they were supportive but brutally honest and I (and my staff) benefitted greatly from my relationship with these coaches. One person in particular shaped my journey and all these years later I can gratefully attribute some of my success to their mentorship.

You might already be surrounded by valuable sources of knowledge and support that you can tap into, either as a formal mentorship arrangement or just a one-off chat.  For that people management situation you aren't sure how to approach, or that conflict that is difficult to manage; it's quite probable that you have access to someone who has wisdom and experience from navigating those challenges before. We all have to start somewhere and learning is a continual journey, don't let your fear of vulnerability stop you from finding your best way forward.

That person that encourages your growth and development, that embraces their role and that you watch and learn from — they might be your mentor — ask if you can meet formally and if they will help you to be your best version of yourself.

I'm off to find my future mentor.

Stress Less

Posted on 23 July, 2019 at 19:00

Stress less this Stress Down Day


Today (Wednesday 24th July) is National Stress Down Day, an initiative designed to reduce stress and raise funds for Lifeline’s 24-hour crisis support service.

I love my work, I love a deadline, I love training and I love a challenge.  I'm also a small business owner, a sometimes perfectionist, a little bit of a control freak :/ and a stressor.  So I LOVE the reminder of Stress Down Day and often try to schedule a no training day to coincide.  Today is perfect, my day is planned around all of my favourite ways to relax (but still work) — I am off to one of my favourite parts of Tasmania with my laptop, plenty to research, a picnic, an umbrella and hiking boots.  :)


Research shows that 90% of Australians need to stress less - with 74% of people reporting being stressed from work.  A little bit of stress is good for us, it drives our performance and challenges and encourages us but too much stress affects our health and wellbeing. There are so many workplaces that I visit that are in the 'perfect stress storm', they are challenged with under resourcing, management changes, high demands and/or job insecurity.  Not only does this 'stress storm' effect personal emotions and mental health, it effects relationships and job performance, how can you be your best self when your mind is in a stress tangle?

I hope your workplace is embracing Stress Down Day and you are working in PJs, doing lunchtime yoga or taking the dog/cat/bird/lizard to work with you.  If your workplace is not actively on board don't forget to practice self-care; have a healthy lunch, plenty of stretches, walk around the block or chat to someone who makes you smile.  There are plenty of actions and decisions in our days that we can't control so let's make it a habit (not just for today) to think about what is in our circle of influence and practice duty of care — to ourselves and others.

Are you supportive? Always?

Posted on 1 July, 2019 at 0:00

 Photo by Artem Beliaikin @belart84 on Unsplash

How supported a person feels can make a crucial difference in whether stressful workplace situations escalate into problems.  So my question is; Is it difficult to support a co-worker?  I think the first answer for most people is 'no, of course not' — great answer!  With prodding however, 'no, of course not' sometimes becomes, 'well, it depends', who is it?, 'is there any potential cost to me and my job?', or, 'what have they done?'. 

The role of bystander at work is a powerful and important role, your choice of empathy or indifference will make a difference in someone's life.  A simple 'are you ok?', a supportive touch on the shoulder, gentle eye contact, can make a difference to someone who is struggling with a task, situation, day or year.  Even better is to share a cup of tea, have a real conversation or go for a walk together.  The challenge for workplaces, teams and managers is to help bystanders feel comfortable and safe to speak up and offer support.

Feeling supported isn't just for when times are stressful.  We live in a diverse society and our workplaces (mostly) refelect that diversity, whether it be age differences, with many employees staying in the workforce for longer, mental illness, or 'coming out' at work.  Inclusion is what happens when people feel they belong and can be their authentic selves.  Being supported to be your authentic self at work makes a difference, without that freedom people try to hold back an integral part of themselves.  I know that when I am free and valued and not fearful of how my diversity might be judged, I bring my whole self to the workplace — everybody wins.

Everyone has the right to be supported.  Everyone has the right to be shown respect, dignity and consideration, to their everyday self, their culture, their beliefs, their values and their personal characteristics.  It's easy to be supportive of our friends or when it suits us, my responsibility as an employee is to exercise duty of care for ALL of my workmates, ALL of the time — this starts with support and respect.

Respect at Work can help your teams to unpack and recommit to support and respect.


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