The RESPECTFUL WORKPLACE - Igniting experience-led, safe, inclusive leadership cultures

The New World of Respect: 
A Culture that fosters trust, inclusion and mutual respect. 
A Culture where everyone is seen, heard, understood, valued, acknowledged and appreciated. 
A Workplace that fosters wellbeing and everyone feels safe and included in 2024. 

Create The Respectful Workplace through Respectful Relationships and an experience-led culture of integrity, responsibility, diversity, equity and inclusion,  psychological safety, connection, empathy, compassion and TRUST.

The RESPECTFUL WORKPLACE - Igniting experience-led, safe, inclusive leadership cultures 

Creating WE Institute

Program Peer Group Facilitator Conversational Intelligence Global Certification 2019

Workplace Communication, Conversational Cultures of High TRUST & Safety - UPShift Solutions

WHAT I DO
My focus is on building healthy, sustainable relationships and results.

Enabling leaders and teams to navigate honest and inclusive conversations. 
Co-creating integrity-based, growth focused, values-driven, Respectful Workplace Cultures for transformational change.

Supporting LEADERS to build TRUST and navigate difficult conversations 
Reducing disconnection, distrust, resistance and anxiety 

Supporting TEAMS to build alignment, authenticity and accountability on a firm foundation of integrity.
Implementing potent performance conversations for results.

Supporting ORGANISATIONS to build a HEALTHY HIGH TRUST and SAFETY CULTURE
Creating the space for inclusive relationships with honest conversations 

Robust Conversations - Customer Contact Conversations - Coaching Conversations - Consent Conversations - High Performance Conversations - Difficult Conversations - Honest Conversations - Courageous Conversations - Inclusive Conversations - Conversations for Corporate Culture - High TRUST Conversations - Contact Management (Conversations) - Credit Collection Conversations - Feedback Conversations - Difficult Customer Conversations - Healthy Conversations to promote Positive Mental Well Being - Respectful Conversations - Psychologically Safe Conversations.

WHY?
     I'm passionate about building a world of positive mental well being and high performance through deeper trust and connection in the face of unprecedented change. 
     Everything can be resolved with the right conversation.

HOW?
                UNIQUE METHODOLOGY / CUSTOMISED OPTIONS:
                -  Strategic Diagnostics and Consulting, 
                -  Facilitation 
                -  Speaking 
                -  Workshop Facilitation & Skills Development
                -  One on One Coaching
                -  Leadership & Team Group Coaching Programs

YOU CAN FIND OUT MORE:
✉ maree@upshiftsolutions.com.au
☎ Australia +61 (0) 418 941 847 
✔ www.upshiftsolutions.com.au/contact

THE CULTURE CONVERSATION EXPERT - Building INCLUSIVE LEADERSHIP CULTURES - One Conversation at Time

Telstra

1992 – Perth, Australia
Founded Corporate training consultancy - A registered training organisation (RTO), specialising in the delivery of Certificates in Customer Engagement; all facets of Quality Conversations and Customer Experience ... building relationships and results between hello and goodbye through quality conversations. 
WA provider of Telstra nationally standard Teleskills programs. 
Trained teams to win National Call & Contact Centre Awards.

1987 – 1992 Perth, Australia
Responsible for the delivery of Telstra's nationally standard Telephone Communication and Customer Experience Skills training programs. Trained both customers and Telstra staff nationally.

- 1987 - New Zealand
National Training Manager Wella NZ

National Sales Training Consultant I Founder of Corporate Training Consultancy

Discover the Proven Communication Strategies that empower leaders and teams to have Honest and   Inclusive Conversations, ignite Respectful Relationships and Experience-led Workplace Cultures of TRUST and Psychological Safety. 

► What Conversational and Behavioural strategies are you using to EVOLVE a Healthy, Thriving Workplace Culture with Compassionate Connection and Optimal Performance?

Your ability to influence and engage your people is your competitive advantage. 
I work with executives and their teams to Co-create a Human Centred Organisation - Building Respectful Workplace Cultures of TRUST, Transparency, and Safety.
 
FREE RESOURCES TO GET YOU STARTED:

👉 Join me inside my free training. I’ll show you how to Build your Culture using TRUST, Respectful Relationships and Psychologically Safe Conversational and Behavioural Strategies.

The RESPECTFUL WORKPLACE:
Click Here: maree@upshiftsolutions.com.au to find out when the next free training is being held.

👉 Connect with me here on LinkedIn where I post valuable content each business day:

Click Here: https://www.linkedin.com/in/the-culture-conversation-coach

👉 To get a copy of my Ebook: The 7 Biggest Mistakes Leaders Make When Building a Respectful Workplace

Click Here: maree@upshiftsolutions.com.au and put ‘7 Biggest Mistakes’ in the subject line.

► WORK WITH ME TO IGNITE YOUR SAFE, RESPECTFUL AND INCLUSIVE WORKPLACE CULTURE

► Work with me privately and get big results in 90 Days. If you've got an established leadership team and want to level things up fast, let me help you implement Brain-Based TRUST, Alignment, and The Art & Science of Respectful Conversations

► Want to know more about Building your Respectful Workplace Culture, with High TRUST and Psychologically Safe Conversational and Behavioural Strategies?

𝗙𝗜𝗡𝗗 𝗢𝗨𝗧 𝗠𝗢𝗥𝗘:
 ✉ maree@upshiftsolutions.com.au
 ☎ Australia: +61 418 941 847

🗣 “Control leads to compliance; autonomy leads to engagement.”- Daniel H. Pink.
🗣 So as leaders and managers building our respectful workplace culture, are we focused on compliance or respectful commitment?
 
💪 With respect at work being a focus, some leaders are tempted to go into controlled compliance mode.
They control events with a determined mindset to make things mandatory.

Here’s the thing …

💪 It’s easy to focus on top-down communication, a lack of collaboration and insufficient dialogue.
 
🛑 Dictating forces compliance versus generating respectful commitment.
 
🛑 Getting “buy in” by demanding it, limits spirit.
 
🛑 Compliance leadership shuts down people and environments. 

So how do you shift from forced compliance to respectful commitment?
 
🛑  Compliance focuses on enforcing rules and regulations so there’s an emphasis on conformity  …  it’s about ‘buy in’ to the leader’s idea.
It’s a top-down approach driven by leaders or regulatory bodies.

🛑 Compliance tends to be delivered by directives and instructions …
 “You must adhere to organisational policies. It’s imperative that we follow them. Failure to comply with these guidelines will result in disciplinary action.”

🛑 The emphasis is on consequences … “Non-compliance of these standards will result in penalties. The consequences of not following these procedures could be severe.”

🛑 Compliance is steeped in precision… “This is the protocol that needs to be followed without exception. There’s no room for interpretation. You must strictly adhere to these exact steps.”
 
The point is …
 
💚 Compliance can be generated without force and control.
 
💚 Fostering respectful commitment focuses on creating a workplace culture where the team is committed to the organisation’s mission, values and goals.
 
💚 Respectful commitment encourages mutual respect, trust, ownership and co-creating with other team members…“Let’s work together to achieve our shared goals – every contribution matters.”

💚 Organisations that prioritise respectful commitment, encourage and empower people to be more engaged. 

💚 People feel valued and motivated to contribute to the organisation’s success … “Your ideas and input are valuable – let’s discuss how we can improve together.”
 
💚 Rather than relying on enforcement mechanisms, respectful commitment involves empowering team members … “You have the autonomy to take ownership of your projects, your work and your decisions.”

💚 Through open communication and collaboration… “Let’s discus any ideas or concerns you have and see how we can better support each other.”

The bottom line is …

💡 Gaining buy-in simply isn’t enough.
💚 It’s about inviting others to lean in and co-create ownership.
 
💚 What conversations could you focus on to build respectful commitment?
  Need support? Let’s talk.
.
#respectfulworkplaceculture #respectfulcommitment #psychologicalsafety
Ref: Conversational Intelligence® - Judith E. Glaser
Image from Gerd Altmann on Pixabay.

🔹Maree Wrack🔹

🗣 “Culture is built at the team level. We've seen that a team that improves the way they interact with each other improves their performance. They are more inclusive, achieve learning agility, work with autonomy, and innovate.” - Timothy R. Clark.

🗣 So as leaders and managers … if culture is built at the team level through the team members’ interactions, what can you do to ensure team members feel psychologically safe to speak up?
 
Here’s the thing …

🗣 In our SPEAK UP Academy we find that people often don’t feel they have permission to speak up due to not feeling valued and respected. 
 
🧠 The question then becomes, what strategies can leaders and managers employ to create that permission?

🎯 9 Strategies for Leaders:
 
🎯 1. Lead by example – when leaders show it’s safe to express concerns or ideas, it sets the tone for the rest of the team.

🎯 2. Establish trust - when team members trust their leaders to act in their best interests and respond constructively to feedback, they’ll more likely speak up. In our work we show everyone how to create transparency, relationship., understanding, shared success and truth-telling through the Neuroscience of Trust®.

🎯3. Embrace diverse perspectives – encourage diversity of thought by empowering team members to voice their ideas. Innovation is enhanced by differing viewpoints and dissenting opinions being heard and respected.

🎯 4. Create safe spaces for team conversations - establish conversational rituals with aligned guidelines for engagement that enable ideas, concerns and challenges to be discussed openly. Ensure conversations are inclusive, respectful, and free from judgement or retribution.

🎯 5. Take fast and fair action – promptly address any concerns or conflicts that arise. Demonstrate that disrespectful behaviour or actions won’t be tolerated. 
 Ensure everyone feels supported and protected.

🎯 6. Listen deeply – suspend any judgement and acknowledge all team members’ contribution. Seek to understand everyone’s perspective and validate any contribution. 

🎯 7. Respond with compassion - when team members speak up, respond with empathy and kindness. Acknowledge and appreciate them, thank them and take action on any feedback.
Ensure they leave every conversation feeling supported and valued.

🎯 8. Provide opportunities for development – involve everyone in the opportunity to experience the tools and skills they need to express themselves confidently and respectfully.
 
🎯 9. Celebrate success and learn from failure – recognise everyone’s contribution and proactively encourage opportunities for growth.
 
📗 Like to know more?
🙊 Reach out for a chat to discover how you can build a culture of psychological safety so everyone has permission to speak up.
 
 
#permissiontospeakup #culture #trust #respect #respectfulworkplace 
Photo by George Becker on Pexels

🧠 "The best way to manipulate a person is to make them think they are manipulating you." - Unknown
❔ So as leaders and managers building our respectful workplace culture, are we being manipulative, or allowing ourselves to be manipulated by others?
 
🛑 It’s been said that manipulative people don’t understand the concept of boundaries. They are relentless in pursuit of what they want, and they have no regard for who gets hurt along the way.

Here’s the thing …

🛑 “Controllers, abusers and manipulative people don’t question themselves. They don’t ask themselves if the problem is them. They always say the problem is someone else.” – Darlene Ourmet.

So what are some of the red flags that alert us through intuitive thoughts that arise about manipulation?

🛑 Red Flags of Manipulation
- Your words are used against you.
- Another makes a disturbing statement, then claims you misunderstood.
- They make you feel guilty.
- They make you question your own sanity.
- You always feel you are falling short of their expectations.
- You feel like you are walking on eggshells.

🛑 In the workplace, leaders can use manipulative tactics to guilt trip, pressure or undermine the integrity of a positive, healthy and respectful work environment.

🛑 Recognise any of these manipulative phrases?
 
- “Everyone else is on board with this idea.” 
- “I thought you were more committed to this project.”
- “If you really cared about the team you’d …”
- “You’re not a team player if you don’t …”
- “That’s not how we do things around here.”
- “You wouldn’t want to let everyone down would you?”
- “You don’t understand. Let me explain it to you.”
 
The point is…
 
🛑To be manipulative is to disrespect the rights and boundaries of another.
 
The bottom line is …

 💚 “There is nothing so delightful as the hearing, or the speaking of truth. For this reason, there is no conversation so agreeable as that of the man of integrity, who hears without any intention to betray, and speaks without any intention to deceive.” – Plato.

💚 What conversations could you have with your people to eliminate manipulation and replace it with respect in your workplace?
💚 Need support to do that? Ask me how.

#respectfulworkplace #respect #banmanipulation #trust #psychologiclsafety #respect
Image by Tumisu from Pixabay
 
 
 
 
 

🧠 “Living with fear stops us taking risks, and if you don’t go out on the branch, you’re never going to get the best fruit.” -Sarah Parish.
🧠 “The oldest and strongest emotion of mankind is fear, and the oldest and strongest kind of fear, is fear of the unknown.” – H. P. Lovecraft.

🗣 So as leaders and managers, building our respectful workplace culture, how do we encourage others to shift out of fearing the worst … to assuming the best and supporting them to succeed? 
 
 Here’s the thing …
 
😱  When we fear the worst happening, we’re reactive to the normal ebb and flow of daily work. 
 As leaders and managers, we become attached when others aren’t performing. 
 Few things are steady and predictable.
 
😱  We can lose the support of our team when they’re most in need of encouragement. 
Retreating and sharing disappointment creates discouragement and brings energy down. 
It dampens desire and closes down imagination.
 
🌟 Brene Brown says that: “asking leaders to assume others are doing the best they can, moves them from "pushing and grinding on the same issues" to the more difficult task of:
➡ teaching their team,
➡ reassessing their skill gaps,
➡ reassigning them, or
➡ letting them go.

🧠 “It’s a commitment to stop respecting and evaluating people based solely on what we think they should accomplish, and start respecting them for who they are, and holding them accountable for what they’re actually doing.”

Here’s what makes the difference …
 
🗣 Leaders who have the skills to shift conversations from breakdowns to breakthroughs, are able to partner and co-create with others. 
🗣 They generate energy, facilitate idea sharing and build ‘idea’ conversations wherever they go.
🗣 Bringing people together in shared and inspired experiences releases energy and creates excitement.
🗣 Creating organisational spaces for this expands everyone’s horizons and exponentially multiplies knowledge and wisdom, innovation and the capacity to evolve.

The point is …

🛑 When we stay as we are and live in fear, we won’t take risks by evaluating people based solely on what we think they should accomplish. 
 
The bottom line is …
 
💚 Assuming the best means you can support people across the board with conversations that shift from fear to creating success.
Need support to do that? Let me show you how.

#respect #respectfulworkplace #culture #assumethebest
Ref: Conversational Intelligence® - Judith E. Glaser.
Image by Gerd Altmann from Pixabay
 

🧠 “A deep sense of love and belonging is an irreducible need of all people. We are biologically, cognitively, physically, and spiritually wired to love, to be loved, and to belong. When those needs are not met, we don’t function as we were meant to. We break. We fall apart. We numb. We ache. We hurt others. We get sick.” – Brene Brown.

🧠 So as leaders and managers, how can we support our team members so they feel they belong and we’re developing inclusive workplaces that thrive?

Here’s the thing …
 
As leaders we got by in the past with technical skills until it was distinguished that soft skills were equally important.

Everything changed with the pandemic and hybrid work.
 
Now there’s so much more to learn … all in less time – with AI thrown in as well! 
 
The question is …
 
❓ How are you interacting with team members who are having a really difficult time and feel they don’t belong?
 
❓How do you bring people together who are divided?
 
The reality is …
 
🗣 ‘Soft’ skills of the past won’t suffice.

🗣They’ve been superseded by a new set of skills required to amplify connection and belonging.
 
💜 These are social emotional skills.

💜 Skills required to heal emotional wounds, build connection and belonging, and create thriving workplaces.
 
🧠 Social pain in the workplace can arise from various factors that can affect an individual’s sense of belonging, acceptance and well-being.

Five factors that social pain in the workplace can stem from:
1. Bullying and harassment, 
2. Exclusion and social isolation
3. Conflict and miscommunication
4. Unfair treatment and discrimination
5. Lack of recognition and appreciation.

💜 Improved social emotional skills create a supportive and inclusive work culture where respect, open communication, fairness and appreciation are prioritised.
 
💜 Respectful relationships mitigate social pain and foster a healthier and more productive work environment for everyone. 

The point is …
 
🧠 Even when we’re surrounded by people we can feel cut off from the community. We want more than token interactions; we crave conversations that deepen relationships and build a community.
 
The bottom line is …
 
 💚 Reducing social pain and amplifying your respectful workplace culture so everyone thrives is imperative! 
 
 🙏 PS: I felt compelled to write this post today after listening to the father of Joel Cauchi speaking about the multiple stabbings in Bondi on Saturday.
He offered his reason: “Because he wanted a girlfriend and he’s got no social skills, and he was frustrated out of his brain,” his father said, voice breaking up.
 
#respect #psychologiclasafety #respectfulworkplace #socialemotionalskills #socialpain
Image by Sandeep Maurya on Pixabay

😱 “The greatest mistake we make is living in fear that we will make one. If you aren’t making any mistakes, it’s a sure sign you’re playing it too safe.”- John C. Maxwell.
🎯 So as leaders and managers building our respectful workplace culture, are we allowing mistakes or playing it too safe? 

Here’s the thing…

🛑 By focusing on best practice leadership we may fail to take risks.
 
🛑 Instead we may show people how to avoid making mistakes. 

🛑 When we’re reluctant to take risks in the workplace, we’ll say things like:

🛑 “Let’s stick with what we know works.”
🛑 “Let’s focus on maintaining our current position.”
 
🛑 “We can’t afford to take chances now.”
🛑 “It’s too risky – we should play it safe.”
🛑 “We don’t want to rock the boat.”

🛑 “We should wait for more data before making a decision.”
🛑 “I’m not comfortable with the uncertainty involved.”
🛑 “We’ve got to prioritise stability over innovation.”

🛑Are you a leader who creates ‘fear of failure’ and doesn’t understand how that fear triggers insecurity about performance and feelings of incompetence?
 
🛑 When we’re contributing to a culture of ‘fear of failure’ we may unintentionally stifle innovation, discourage creativity and lower productivity.

We may SAY things like:
🛑 “We can’t afford to fail.”
🛑 “Mistakes are unacceptable. 
🛑 “Failure is not an option.”
 
We’ll DO things like:
🛑 Punish and reprimand team members for errors.
🛑 Scrutinise and micromanage every detail of work.
🛑 Make examples of past failure to emphasise consequences.
🛑 Not provide adequate support or resources for experimentation and learning. 
🛑 Ignore or dismiss ideas or suggestions that deviate from the norm.
 
😨 Fear of failure and making mistakes causes people to make mistakes – it becomes a self-fulfilling prophecy!
 
😨Teams who work for leaders who trigger fear of making mistakes tend to underperform. 
🙄 They lose their aspirations to stretch and grow as well as their passion for going to work.
 
The point is …
 
🎯 “A person who never made a mistake never tried anything new.” – Albert Einstein.

The bottom line is…
 
💚 It’s a workplace imperative to foster a respectful culture that values learning from mistakes, encourages experimentation and provides psychological safety for team members to take calculated risks.

💚 Need support with doing that?
💚 I’d love to show you how.
 
 
#celebratingmistakes #respectfulworkplaceculture #psychologicalsafety
#trust #respect #performance
Ref: Conversational Intelligence® - Judith E. Glaser
Image by Mohamed Hassan from Pixabay
 
 
 

❌ ✅ “Every single swipe. Every single scroll and swipe are an automatic training of the brain to be judgmental. 
 Why do we have a culture that takes things more personally and is more judgmental against other people? 
 
 “It’s because our culture has been trained by tens of millions of times that we have swiped and scrolled through things; to either hit that like or love button or not. 
❌ ✅ It’s created a speed of judgement in our lives against others.” - Brendon Burchard.
 
 
❔ So as leaders and managers what are we doing to shift the prevailing culture from judgement to respect in our workplace?
 
Sounds easy, right?
 
📱In the last few years we’ve all navigated our own journey of survival while accommodating a rapidly changing environment. 
 
 We’ve lived in a constant state of threat. 
 We’ve been subjected to a polarised world.
📱 We’ve been bombarded with a sea of opinions by keyboard warriors … the masses conditioned by social media.
 
So where to from here?

❔What can we do to shift the prevailing culture from judgement to respect wherever we go?
 
✅ It’s time to shift our workplace relationships from judgement to respect and create the conditions and agreements that allow people to work together productively.
 
🛑 It's time to stop judging others with our words:
 “You always …”
 “You never …”
 “You’re too sensitive … it’s only a bit of banter.”
 “That’s not good enough.”
 “You’re overreacting.”
 “You should know this already.”
 “I don’t have time for this.”
 “That’s a dumb idea.”
  
✅ It's time to use language that respects and uplifts others:
“Thank you for your contribution.”
 “Let’s brainstorm together.”
 “I trust your judgement.”
 “What can we learn from this?”
 “I’m here to support your growth and development.”
 “I understand your perspective.”
 “I see the potential in your idea.”
 “Let’s explore different options…”
 
 The point is …

💚 “It’s easy to judge. It’s more difficult to understand.
 Understanding requires compassion, patience, and a willingness to believe that good hearts sometimes choose poor methods.
 Through judging we separate.
 Through understanding we grow.”  - Doe Zantamata.
 
 The bottom line is …
  
 💚 “Be curious, not judgmental.” - Walt Whitman.
 
 💚 What will you focus on to shift culture, relationships and performance from judgement to respect through vital conversations? 
 💚 Conversations that cultivate trust and connection, build equity and inclusion, respect and psychological safety?

💚 Like to know more? Let’s have a chat.
#respect #fromjudgmenttorespect #respectfulworkplaceculture #culture #stopjudging #trust
Image by 3D Animation Production Company from  Pixabay
 
 
 

➕ ➖ “I believe that everyone chooses how to approach life. If you’re proactive, you focus on preparing. If you’re reactive, you end up focusing on repairing.” - John C. Maxwell. 
So as leaders and managers building your respectful workplace culture, are you being proactive or reactive?
 
Here’s the thing …
 
🛑 When we’re being reactive we’re likely to move into protecting ourselves. Protecting is all about I and ME.
 
💚 If we’re being proactive we’re likely to move into partnering with others.
 Partnering is being productive by creating Us and WE.

So what are some indicators of being reactive or proactive?
➖ Reactive language often indicates responding to situations from hindsight after they’ve occurred – “I didn’t expect this to happen.”
 
➕ Proactive language shows foresight, planning and initiative. 
When we use proactive words and phrases in our interactions, we demonstrate a proactive mindset, encourage others to think ahead and plan accordingly -
“Let’s plan now to prevent any potential issues in the future.”

➖ Some leaders fail when they don’t manage their reactive behaviours. 
 We all react to emotional triggers which is part of being human.

➕ To succeed, we need to learn how to transform our own reactive behaviour into proactive partnering; leading from a place of positive, not negative power.

🛑Some examples of reactive behaviours:
- reacting to conflict instead of learning to deal with it; 
- reacting to fear with aggression rather than being assertive
- reacting to power struggles by being appeasing and accommodating, rather than confronting situations directly.

💡 What if we made challenges more visible and encouraged our team members to work on them together?

🗣 Rather than simply reacting to protect ourselves; when we share any ‘red flags’ of concern, we quell potential threats and have healthier interactions with others.
It’s about giving people the space to speak up safely.
Focusing everyone’s energy on what it would take to succeed, we can create signals that can quell threats before they create havoc.

The bottom line is …

💚 “The proactive approach to a mistake is to acknowledge it instantly, correct and learn from it.” – Stephen Covey.
💚 That way you’re moving from repairing to preparing with velocity.
 
💚 What conversations could you focus on to ensure you’re building respect by operating from an empowering context and proactively partnering with your people?

#culture #respect #psychologicalsafety #respectfulworkplace #proactivepartnering 
Ref:Conversational Intelligence® -Judith E. Glaser
Image by Gerd Altmann on Pixabay

🗣 “Language is the road map of a culture. It tells you where its people are coming from and where they are going.” - Rita Mae Brown. 
🗣 So as leaders and managers, what are you doing to shape your respectful workplace culture with new language that reduces gaps between people and creates inclusion?

Here’s the thing …
 
🗣 With hybrid work options, some leaders talk at one level of wanting everyone to have a voice and become engaged in helping the organisation navigate change. 
 
🗣 If it isn’t happening quickly enough, they’re getting frustrated. 
They don’t feel they have the same control as they did before.
This approach doesn’t fit the new dynamic with separate locations.

🤔 When people are together in the workplace, they’re often having fewer conversations with each other. 
 
🤔 It’s like there’s an unspoken hangover from the impact of social distancing with a new relationship to boundaries.
 
🤔 With everyone being separated during COVID, it divided the community and it's like trying to put the broken pieces back together again. 
The problem is trying to pick up the pieces doesn't have it return to its original form.
 
🤔 There’s more emotional suppression … people aren’t swinging out having spontaneous fun in quite the same way.
 
🤔The other side of that is having to watch one’s words in the brave new world of respect at work… to avoid being accused of bullying, being discriminatory, sexist, disrespectful or aggressive.

🔎 Some leaders think, doing more of what they’ve been doing in the past may yield better results, but that’s not the case right now.

🔎Influencing others to our point of view as leaders about hybrid work options through introducing initiatives and tactics, means there’s a right recipe for success that just needs to be implemented.
 
The point is …
 
💚 “Culture is not an initiative. Culture is the enabler of all initiatives.” –Larry Senn.
 
The bottom line is …

💚 Building a respectful workplace culture requires engaging the entirety of the organisation in a psychologically safe way, using new language to examine what’s possible in shaping and contributing to any transformation.

💚 Breakthroughs occur when we partner together for collective success.

💚 Want support with shaping your culture? Let's build respectful conversations and new language together.

#respect #shapingtheculture #culture #respectfulworkplaceculture #psychologicalsafety
Ref:Conversational Intelligence® - Judith E. Glaser
Image by Speedy McVroom from Pixabay
 
 
 
                                                                                    
 
 
 

🧠 "The best way to manipulate a person is to make them think they are manipulating you." - Unknown
❔ So as leaders and managers building our respectful workplace culture, are we being manipulative, or allowing ourselves to be manipulated by others?
 
🛑 It’s been said that manipulative people don’t understand the concept of boundaries. They are relentless in pursuit of what they want, and they have no regard for who gets hurt along the way.

Here’s the thing …

🛑 “Controllers, abusers and manipulative people don’t question themselves. They don’t ask themselves if the problem is them. They always say the problem is someone else.” – Darlene Ourmet.

So what are some of the red flags that alert us through intuitive thoughts that arise about manipulation?

🛑 Red Flags of Manipulation
- Your words are used against you.
- Another makes a disturbing statement, then claims you misunderstood.
- They make you feel guilty.
- They make you question your own sanity.
- You always feel you are falling short of their expectations.
- You feel like you are walking on eggshells.

🛑 In the workplace, leaders can use manipulative tactics to guilt trip, pressure or undermine the integrity of a positive, healthy and respectful work environment.

🛑 Recognise any of these manipulative phrases?
 
- “Everyone else is on board with this idea.” 
- “I thought you were more committed to this project.”
- “If you really cared about the team you’d …”
- “You’re not a team player if you don’t …”
- “That’s not how we do things around here.”
- “You wouldn’t want to let everyone down would you?”
- “You don’t understand. Let me explain it to you.”
 
The point is…
 
🛑To be manipulative is to disrespect the rights and boundaries of another.
 
The bottom line is …

 💚 “There is nothing so delightful as the hearing, or the speaking of truth. For this reason, there is no conversation so agreeable as that of the man of integrity, who hears without any intention to betray, and speaks without any intention to deceive.” – Plato.

💚 What conversations could you have with your people to eliminate manipulation and replace it with respect in your workplace?
💚 Need support to do that? Ask me how.

#respectfulworkplace #respect #banmanipulation #trust #psychologiclsafety #respect
Image by Tumisu from Pixabay

🗣 “Candour is the key to collaborating effectively. Lack of candour leads to dysfunctional environments.” -Edwin Catmull. 
🗣 So as leaders and managers, developing our respectful workplace culture, where might we be contributing to a lack of psychological safety through an absence of candour?

Candour simply defined …

Dictionary .com: “the quality of being open and honest; frankness. fairness; impartiality.”

Here’s the thing …

When candour is missing it breeds dysfunctional environments and toxic cultures. 

Six questions to discover if candour is missing:
➡ 1. What level of openness does your team have in sharing their individual strengths and weaknesses?

➡ 2. Do your team members openly admit to knowledge gaps and mistakes or are they being swept under the carpet?

➡3. Is your team comfortable with having important conversations about difficult and delicate subjects? Do they spray and pray … or maybe stray from the scene instead?

➡ 4. Are some team members unwilling to buy into clear decisions, so things are left murky and incomplete? Alignment is compromised and actions are scattered as a result. 
 
➡ 5. Does your team use candour to provide feedback on behaviour and actions that are compromising team performance?
 
➡ 6. Does your team build collective success through team performance and achievement, or is it filled with individual pursuits?
 
🛑 When candour is missing people may use vague, passive-aggressive or evasive language to avoid addressing issues directly.
 
🛑 When candour is missing:
- “We’ll look into it ….” (without specifying who will do it and when)
- “Everyone feels that way …” (generalising without addressing individual concerns).
- “It’s not the right time.” (Avoiding timely discussion).

💚 Ways to expand candour:
 - “Can you clarify what you mean by that?”
 - “I might not have all the answers. What do you think?”
 - “I understand your concerns. Let’s explore possible solutions.”
 
The point is …
 
💚 Conversations that are specific and clear and showing genuine interest in others’ perspectives, can help foster candour and build psychological safety in your respectful workplace.

The bottom line is …
 
💚 “In matters of honesty, there are no shortcuts; no little white lies, or big black lies, only the simple, honest truth spoken in total candour... Being true is different than being honest.” – Gordon B. Hinckley

What unspoken candour could you bring to the table with your team?
 
💚 Want support with developing psychological safety through candour?
 Let's book a chat.
 
 #leadership #candour #respectfulworkplace #trust #respect
 Image by Gerd Altmann from Pixabay
 

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