Transform Toxic Workplace Culture in 3 Simple Steps
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This document summarizes a presentation given by Heidi Alexandra Pollard on transforming toxic workplace cultures. The presentation discusses how workplace cultures are impacted by trends in work, social life, and technology. It provides tips for leaders to develop their emotional intelligence and shift their company culture, such as using body language to introduce people positively. The presentation also outlines seven steps for having difficult conversations and emphasizes that developing people is key to improving organizational culture and business metrics.
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Transform Toxic Workplace Culture in 3 Simple Steps
- 1. The Simplest Way To Transform A Toxic Workplace Culture RAAF Townsville July 2016 Heidi Alexandra Pollard CEO, UQ Power Culture Hacking 101 www.UQPower.com.au
- 2. Shift happens. • Hyper-connectivity • Increased Demand for CSR • Accelerating Technology • People want tailored convenience
- 3. ““Heidi we’ve seen moreHeidi we’ve seen more change in the last 3 yearschange in the last 3 years than in the lastthan in the last 3030.”.”
- 4. Let’s take a walk in theLet’s take a walk in the Land of PossibilityLand of Possibility and see if you can be aand see if you can be a futurist too!futurist too!
- 5. Let’s take a walk in theLet’s take a walk in the Land of PossibilityLand of Possibility and see if you can be aand see if you can be a futurist too!futurist too!
- 6. www.UQPower.com.au PAIR SHARE - DISCUSS How many predictions did you guess? Which predictions surprised you the most? How do these future trends relate to your work and leading your team in Defence? ?
- 7. What makes a workplace great? (What do you see, hear and feel?) www.UQPower.com.au UQPower.com.au#StartWithU
- 8. What makes a workplace suck? (What do you see, hear and feel?) www.UQPower.com.au UQPower.com.au
- 9. As workplace futurists and culture architects, we get excited about the development of leaders and the creation of cultures that are adaptive and sustainable for the new world of work. This workplace culture is impacted by 3 key areas: We’re passionate about Work / play / living City based dwellers Massively mobile Constantly connected Cloud Computing Energy Disconnection Depression Generosity Economy Resilience Co-working Collaboration End of retirement Global nomads Questioning consumers High transparency Education reengineering Quadruple bottom line
- 10. www.UQPower.com.au UQPower.com.au#StartWithU What’s the differentiating factor between good companies and awesome companies?
- 12. The Awesome Ones have their House In Order The four keys to building an awesome business are: VISION – creating a truly differentiated strategy IQ – driving flawless execution BODY – having a solid brand and plenty of cash to weather the storms EQ – Attracting and keeping the right people
- 13. YOU HAVE TO #startwithU AND GET YOUR HOUSE IN ORDER
- 14. Why are some staff “Batteries Not Included” UQPower.com.au#StartWithU
- 15. And other staff are “Batteries Included” UQPower.com.au#StartWithU
- 16. Because some leaders are “Drainers” of energy These are CONTAINER MANAGERS UQPower.com.au#StartWithU
- 17. And other leaders are “Givers” of energy These are EXPANDER LEADERS UQPower.com.au#StartWithU
- 18. People join a company UQPower.com.au#StartWithU
- 19. But leave their manager UQPower.com.au#StartWithU
- 20. #1 Skill of Expander Leaders UQPower.com.au#StartWithU ‘e’Download our free report 8 Signs of Strong Emotional Intelligence here www.uqpower.com.au/strong-eq
- 21. The people who best handle challenging times of change are those with high emotional intelligence (EQ). There are five domains of EQ identified including: 1.Knowing your emotions 2.Managing your emotions 3.Motivating yourself 4.Recognising and understanding other people’s emotions 5.Managing relationships ie: managing the emotions of others. EQ – Emotional Intelligence
- 22. A simple leadership hack to shift your culture Body Language Proficient
- 23. - 7% of meaning is in the words that are spoken -38% of meaning is paralinguistic – the way we say it -55% of meaning is in body language & expression WHY YOU MUST BECOME FLUENT IN A SECOND LANGUAGE
- 24. TIP: Lead with your body. Introduce yourself to someone: Like it’s a waste of your time You Can Raise Your Frequency
- 25. TIP: Lead with your body. Introduce yourself to someone: Like they are your long lost best friend You Can Raise Your Frequency
- 26. www.UQPower.com.au LEADING CHANGE THROUGH DIFFICULT TIMES WCA: Moving from policemen to helpful advisors
- 27. There are 7 steps to having a difficult conversation: 1 – Set the scene 2 – Describe your feelings 3 – Clarify importance 4 – Own your part 5 – Offer solutions 6 – How to move forward 7 – Invite their response PAIR SHARE Difficult Conversations
- 28. www.UQPower.com.au CHANGE IS GOING TO HAPPEN YOU CAN CHOOSE TO LET IT HAPPEN TO YOU OR YOU CAN Make It Happen AND LEAD THE WAY! UQPower.com.au#StartWithU
- 29. WHEN LEADERS FOCUS ON DEVELOPING THEIR PEOPLE AT WORK EVERY CULTURE AND BUSINESS METRIC IMPROVES Source: WorkHuman Research Institute at Globoforce
- 31. Stay in touch www.UQPower.com.au www.linkedin.com/in/heidialexandrapollard
Editor's Notes
- From your pre- work sheet List your top three personal values (ie: things that must be in your life, relationships and work that are of importance to you. Eg: honesty, creativity):
- 1.35pm Building Rapport and Engaging People The rapport phase is the opening of any successful facilitation or presentation. Quality interactions are only achieved when are truly engaging and building rapport with your audience. Building rapport and creating a climate of trust and understanding allows you to prepare the audience for the delivery of your content. Rapport is vital in all forms of communication and essential for conducting effective presentations and facilitating successful workshops, sessions, group work. In the role of facilitator, your task is to persuade and influence so the audience prefers your solution or idea over what they may have been doing in the past. John Grinder and Richard Bandler researched how expert communicators were able to build rapport. They found that people like people who are like themselves. Rapport is established by pacing. Pacing is the process of matching and mirroring the verbal, para-verbal and body language of the other person to create likeness and similarities which creates rapport. Being in rapport means being alike both verbally and non verbally. Professor Albert Mehrabian has pioneered the understanding of communications since the 1960s – today he spends his time researching, writing, and consulting as Professor of Psychology at UCLA. His work featured strongly in establishing early understanding of body language and non-verbal communications. His research provided the basis for the widely quoted and often much over-simplified statistic for the effectiveness of spoken communications. Here is a more precise (and necessarily detailed) representation of Mehrabian's findings than is typically cited or applied: 7% of message pertaining to feelings and attitudes is in the words that are spoken. 38% of message pertaining to feelings and attitudes is paralinguistic (the way that the words are said). 55% of message pertaining to feelings and attitudes is in facial expression (and body language). The main thing to remember is that the formula applies to communications of feelings and attitudes not just any communication. One of the best ways to build rapport if you don’t know the attendees is to use universals. Universals are statements that are ‘true’ for all members in the audience, general statements that are universally accepted. Here you are setting the scene or the big picture. For example: We live in a world that….. Have you ever found yourself in a situation where…..? Have you noticed how ……..is happening more often today?
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