Respectful Workplace
Last year I started guest-blogging at RespectfulWorkplace.com – a website whose mission is very close to my heart. Devoted to “fostering awareness and providing resources for creating more respect in the workplace,” RespectfulWorkplace.com is a collaborative project between Edge Learning Institute of Ohio (EdgeOhio) and Edge Learning Institute, a global provider of leadership and staff development services that help companies and non-profits improve management competencies, enhance customer service and improve employee engagement. The website’s goal is “to create an online community of people interested in creating and nurturing workplace environments where diversity and inclusiveness are not only recognized, but appreciated and celebrated.”
Respectful Workplace provides a rich variety of resources such as speakers, publications and articles that further this commitment. Identifying “flexibility and respect as core competencies for success,” they offer interactive educational programs, workshops, and seminars that help organizations improve their workplace culture. They welcome outside contributors and invite like-minded people to share their thoughts.
Respectful Workplace blog, to which I’m proud to be a contributor, is a great source of ideas and insights coming from both RW team and guest bloggers. Recently I’ve been interviewed by Respectful Workplace about my book, Tame Your Terrible Office Tyrant – TOT (John Wiley & Sons, Inc.). Here is a short exerpt:
RW: How is your book beneficial to bosses who want to TOT-proof their company?
LT: TOT-proofing a business can be compared to childproofing a home. Childproofing a home makes it safe for your children to run about freely, explore and learn. TOT-proofing a company creates a corporate environment that is safe for success. It allows workers to be innovative and at their best, which leads to a better balance sheet. One study found that 90% of employees are more motivated when managers are willing to change course after receiving feedback. This prompts employees to feel that they can take risks and innovate.
The book is beneficial because it shows employees how to manage the relationship better (bosses often don’t have the time or necessarily want to spend the time to make it so.) This is a wide-open and empowering opportunity for the employee. The book also speaks directly to management about the role they can play to mitigate “TOT” behavior in their ranks.
Read the rest of the interview (with the 2nd part coming next week) on the Respectful Workplace blog.