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The neuroscience of respectful leadership – preventing professional disrespect

(BUSINESS MARKETING) Offices with toxic work environments are harmful to the employees, but where does that toxicity come from? A large percentage is disrespect

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disrespect in the workplace

If you have ever felt yourself being disrespected at work, or at least not getting the respect you feel you deserve, you are not alone. These actions can create a toxic work environment that don’t help anyone, but why does it happen and how can it be curbed? Well Gregg Ward has studied the subject and has an interesting take that we would like to share.

Gregg Ward is the Executive Director of the Center for Respectful Leadership, and the CEO of Gregg Ward Group. Gregg has been helping leaders develop their respectful leadership, emotional intelligence, and executive presence skills for over 25 years; working with Fortune 100 and 500 organizations around the world to inspire respect and leadership, emphasizing the measurable, bottom-line benefits they bring to leaders and their organizations. Gregg is the author of the best-selling, award-winning business book The Respectful Leader, as well as the Human Resources and Management handbook Bad Behavior, People Problems, and Sticky Situations.

By Gregg Ward – Executive Director of The Center for Respectful Leadership

Starting in the late 1990’s and for the next 20 years, researchers at Georgetown University and Arizona State University surveyed American employees to determine the amount of incivility, disrespect and rudeness they were experiencing at work. Shockingly, 98% of those surveyed said they had experienced it, and 99% said they had witnessed it. What’s even more troubling is the lasting impact of disrespect on individuals and organizational cultures.

Most of us assume that respect and disrespect are things we think about rationally. Rational thought occurs in the cognitive areas of our brains, within what scientists refer to as “the neocortex.” But recent findings in neuroscience indicate that our responses to rudeness, incivility and disrespect are much more emotional than rational, and are rooted in the primitive parts of the brain, called the “reptilian brain.”

Imagine you’re in a meeting and your boss continuously interrupts you (a not uncommon experience for many), dismissing your ideas as unworkable. Even though you “think” you shouldn’t be bothered by this behavior, you actually experience it anyway on a basic emotional level, regardless of what you tell yourself. This is because your brain perceives these interruptions and dismissals as threats, and almost instantly sends a threat alert to your Amygdala (the center of the Limbic system) which in turn triggers the release of stress hormones into your system including Adrenaline and Cortisol (aka “the stress hormone”).

These hormones are part of the fight-flight-freeze response that all of us experience to some degree when we’re under threat. Researchers have found that increased levels of these hormones resulting from constant exposure in the workplace to even small micro-threats (like being constantly interrupted) can have significantly negative impacts on our health, well-being, productivity and even our ability to think creatively.

Research also shows that respect and disrespect are contagious. You’ll know this to be true if you’ve ever walked into a meeting after it’s started and immediately felt a sense of energetic enthusiasm or chilly iciness between the participants. You can sense that something’s up even though they haven’t said anything to you about what’s actually going on. This awareness is driven by our unconscious brains constantly seeking information to determine if we’re under threat, or not. This is simply the human condition and has nothing to do with us being too sensitive or politically correct. It is simply how we are.

Organizational leaders ignore our fundamental humanity at their peril. A “toxic” work culture, wherein many are experiencing disrespect, rudeness and incivility on a regular basis, can seriously impact performance, productivity and partnership.

In 2016 researchers published a scholarly paper that clearly highlights the negative impacts that disrespect and incivility can have on entire organizations including increased complaints, absenteeism, turnover, mistakes and bottom line performance metrics. If you’ve ever worked (or currently work) in such a toxic culture, you know how uncomfortable this is, and how much of a detriment it can be to your well being.

What can leaders do to ensure their organizational cultures are respectful and civil? First, leaders can set the tone themselves by consistently treating people with decency and respect. Practicing what is often referred to as “common courtesy” is a great way to start, by saying “please” and “thank you,” regularly; greeting people cordially; using “reflective or active” listening, and never raising a voice in anger or upset.

Another effective “respectful leadership” practice is to quickly “nip disrespect in the bud” whenever it arises; demonstrating to the rest of the team that being disrespectful won’t be allowed. At The Center for Respectful Leadership, we refer to these and other related practices as the “RespectfulDo’s,” and they are part of the global movement we call Embrace Respect.

Recent neuroscience is teaching us valuable lessons about our working selves – especially in regard to the power of respect and civility. The question is, will we listen to the research and deliberately act upon it, or stay unconscious and risk the fallout from a toxic culture?

The American Genius is news, insights, tools, and inspiration for business owners and professionals. AG condenses information on technology, business, social media, startups, economics and more, so you don’t have to.

Business Marketing

Easy email signature builder quickly updates your info

(BUSINESS MARKETING) When’s the last time you updated your email signature? That long? You might want to look at just sign, a new, quick, and easy, email signature generator.

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just sign email

The last thing any of us are thinking about right now is email. While we’re all staying safer at home, though, it’s a good time to think about all the little things that need our attention, but typically get neglected: clearing out the email inbox, unsubscribing from things no longer relevant, and updating our email signatures. Why the email signature?

Oftentimes, we change emails when we change jobs and forget to change our signatures to reflect our new address. The same is true with social media; if we happen to change jobs, due to our own choice or by necessity thanks to the virus, we may need to update our social media profiles accordingly, especially if the new job suddenly makes this a requirement.

One of the fastest ways to update your email signature is with a generator. An email signature generator can help you quickly make a professional looking signature in about half the time it would take you to manually add each individual component.

Just Sign is one of the quickest options I’ve seen. This email signature generator is ultra simple, ultra easy, and ultra effective. It allows you to add clickable social links, a profile picture or logo, and all relevant contact information. It also allows you to choose a color scheme and tailor the formatting a bit to your preferences. As you begin to add options to your signature, you can see a preview of what the final product will look like in the right-hand panel.

Just Sign welcome

This allows you to make any necessary changes before downloading the finished product. When you have your signature perfected, simply click the purple “generate signature” button and you’re ready to go.

Just Sign is an easy, quick way to check another thing off your to-do list while we’re all at home. If you have already updated your signature, you might save this link for later use as it’s a good idea to revisit your signature a few times a year. Oftentimes, I revise mine simply to keep the attached picture updated. Have you updated your signature lately? Do you plan to? Let us know what you think of Just Sign.

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Business Marketing

How one employer beat an age discrimination lawsuit

(BUSINESS MARKETING) Age discrimination is a rare occurrence but still something to be battled. It’s good practice to keep your house in order to be on the right side.

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Jewel age discrimination

In January, the EEOC released its annual accounting for reports of discrimination in the previous year. Allegations of retaliation were the most frequently filed charge, which disability coming in second. Age discrimination cases accounted for 21.4% of filed charges. As we’ve reported before, not all age discrimination complaints rise to the level of illegal discrimination. In Cesario v. Jewel Food Stores, Inc., the federal court dismissed the claims of age discrimination, even though seven (7) plaintiffs made similar claims against the grocery store.

What Cesario v. Jewel Food Stores was about

In Cesario, all but one of the seven plaintiffs had spent years with Jewel Food building their careers. When Jewel went through some financial troubles, the plaintiffs allege that they began to “experience significant pressure at work… (and) were eventually forced out or terminated because of their age or disability.” Jewel Food requested summary judgment to dismiss the claims.

The seven plaintiffs made the same type of complaints. Beginning in 2014, store directors were under pressure to improve metrics and customer satisfaction. Cesario alleges that the Jewel district manager asked about his age. Another director alleges that younger store directors were transferred to stores with less difficulties. One plaintiff alleged that Jewel Food managers asked him about his retirement. The EEOC complaints began in late 2015. The plaintiffs retired or were fired and subsequently filed a lawsuit against their company.

Age discrimination is prohibited by the Age Discrimination in Employment Act of 1967, (ADEA). The ADEA prevents disparate treatment based on age for workers over 40 years old. However, plaintiffs who allege disparate treatment must establish that the adverse reactions wouldn’t have occurred but for age. Because none of the plaintiffs could specifically point to age as the only determination of their case, the court dismissed the case.

A word to wise businesses

Jewel Food was able to demonstrate their own actions in the case through careful documentation. Although there was no evidence that age played a factor in any discharge decision, Jewel Food could document their personnel decisions across the board. The plaintiffs also didn’t exhaust all administrative remedies. This led to the case being dropped.

Lesson learned – Make personnel decisions based on performance and evidence. Don’t use age as a factor. Keep documentation to support your decisions.

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Business Marketing

in 2021 the EU will enforce ‘right to repair’ for phones and tablets

(BUSINESS NEWS) The EU says NO to planned obsolescence by…letting you fix your own stuff? The right to repair has started to make headway again.

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Right to repair

Not to be a loyalist turncoat about it, but sometimes the European Union comes out with stuff that makes me want Texas to go back to being Mexico, and then back to being Spain.

The latest in sustainability news from across the pond is that in 2021, the Old World is saying no to Euro-trash, and insisting on implementing:

Right to repair laws
Higher sustainable materials quotas
Ease of transfer for replaced items (ie: letting you sell your old phone without the need for jailbreaking anything)
and Universal adaptors for things like phone chargers, and connection cables

Hallelujah!

Consumers worldwide have been feeling the pinch of realizing their (cough cough, mostly Apple brand) technology not only breaks easily, but either can’t be fixed afterwards, or requires costly branded repairs.

The phenomenon has given rise to rogue mobile repair shops, Reddit threads, and renegade fix-it philanthropists like Louis Rossman. And while they certainly HELP, the best thing for a problem is to cut it off proactively. Since companies were making too much money not picking up the slack, the EU’s decided to take the steps to force their hands.

I’m always on my soapbox, but I’ll stack another one on top for this: Planned obsolescence and the assumption that a company has any right to tell you you can’t repair, restore, revamp, or re-home your own possessions are obscene. And to be fair to Apple fans, it’s not just in tech—it’s in damn near everything that’s not meant to be EATEN. Literally.

I bought a STAPLER for a volunteer gig I had. A good, sturdy Staedtler one that I figured would serve the project and continue to stand me in good stead for a while. After a few dozen price tags attached to baggies, the stapler jammed, as staplers do. No worries, you find a knife and wedge out the stuck staple…except I couldn’t. Because the normal slot for that was covered by a metal plate literally welded in place so that I couldn’t perform a grade-school level fix on something I paid for less than 24 hours prior.

Rather than stand behind a product that’s supposed to last, companies, even down to simple office ware, have opted to tinker away to force consumers to trash their current products to buy newer ones. Which I did in the stapler case. A rusty second hand one that didn’t HAVE that retroactive BS ‘Let’s create a problem’ plate on it, meaning no company but the resale non-profit I was helping out in the first place got any more money from me.

Consumers are wising up, and fewer lawmakers are still stuck in the fog of the 90s and 2000s surrounding our everyday machinery. The gray areas are settling into solid black and white, and SMART smart-businesses here stateside will change their colors accordingly.

Now while we’re all still quarantined and hoping for these laws to wash up onto American shores…who has craft ideas for the five-dozen different chargers we all have?

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