PRO IT USA’s Post

The importance of civility in the workplace cannot be overstated. A respectful environment not only enhances engagement and innovation but also reduces turnover, ultimately contributing to organizational health and performance. Here are some key strategies to foster civil conversations and cultivate a resilient workplace culture: 1. **Educate Yourself** Understanding the current landscape of civility and incivility in both the workplace and society is vital. Equipping oneself with knowledge allows for informed actions towards promoting civility. 2. **Establish a Shared Understanding of Civility** Laying the groundwork for team civility involves ensuring a collective agreement on what constitutes civil behavior. This shared mental model enables effective communication and conflict resolution within the team. 3. **Identify Team Norms for Mutual Respect** Once a shared understanding of civility is in place, setting clear team norms for mutual respect further guides interactions. These norms outline expected behaviors for communication, collaboration, and conflict resolution in a civil manner. 4. **Promote a Culture of Civility** By defining civility and establishing team norms, fostering a culture of civility becomes achievable. This culture reflects employee expectations regarding respectful practices and behaviors, not just from leaders but from all team members. 5. **Become a Catalyst for Civility** Continuously nurturing civility solidifies it as a norm in the workplace. Every interaction presents an opportunity to reinforce a culture where respect and openness are fundamental values. Incorporating these strategies can create a workplace where civility thrives, benefiting both individuals and the organization as a whole. #WorkplaceCulture #ProfessionalDevelopment

In the hustle and bustle of our daily work, it's easy to overlook the simple yet profound impact of truly listening to our employees. As leaders, we have the power to create environments where every voice is heard, every story is valued, and every person feels seen. When we prioritize inclusion and psychological safety, we unlock the full potential of our diverse teams. This starts with understanding and implementing behaviors that promote a culture of openness and trust (unfortunately, this is not something that's accomplished easily, even in companies with the best of intentions). Like Timothy says... 𝐑𝐞𝐦𝐞𝐦𝐛𝐞𝐫: - 𝐒𝐡𝐚𝐫𝐞 𝐲𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐲, 𝐡𝐞𝐚𝐫 𝐭𝐡𝐞𝐢𝐫 𝐬𝐭𝐨𝐫𝐲: Authentic connections begin with shared experiences. - 𝐀𝐬𝐤 𝐭𝐰𝐢𝐜𝐞 𝐚𝐬 𝐦𝐮𝐜𝐡 𝐚𝐬 𝐲𝐨𝐮 𝐭𝐞𝐥𝐥: Foster dialogue and show genuine interest in your team’s perspectives. - 𝐄𝐱𝐩𝐫𝐞𝐬𝐬 𝐠𝐫𝐚𝐭𝐢𝐭𝐮𝐝𝐞 𝐚𝐧𝐝 𝐚𝐩𝐩𝐫𝐞𝐜𝐢𝐚𝐭𝐢𝐨𝐧: Recognize and celebrate contributions, big and small. By committing to these practices, we not only enhance our team's performance but also nurture an environment where innovation thrives and individuals feel empowered to contribute their best. Let’s lead by example and make inclusion a daily practice, not just a concept. Together, we can create workplaces where everyone feels safe, valued, and heard. #Leadership #PsychologicalSafety #Inclusion #Diversity #TeamEngagement #EmployeeWellbeing

An organization's #values, #beliefs, and #practices that influence the workplace and interpersonal relationships are collectively referred to as its company #culture. It has an impact on how staff members interact with one another, approach their work, and support the goals and #objectives of the business. Strong #corporate cultures stimulate #creativity, build a sense of community, and promote organizational success.

Diversity is a fact, inclusion is a choice. Diversity is a matter of makeup and composition. Inclusion is a matter of belief and behavior. Diversity benefits no one unless we can unleash its power. Inclusion does that through psychological safety. As the foundational stage of The 4 Stages of Psychological Safety, Stage 1: Inclusion Safety satisfies the basic human need to connect and belong. Without a basis of inclusion, we will not feel safe to learn and make mistakes, contribute and work with autonomy, or innovate and challenge the status quo in an organization. Why? Because inclusion regulates the speed of discovery. It de-bottlenecks the organization to release its innovative potential. Building psychological safety doesn’t happen at the theoretical level. It happens at the behavioral level. Those interested in building a lasting culture of psychological safety in their organizations must examine how their teams interact. Which acts of vulnerability are rewarded? Which are punished? Here are 3 tactical behaviors you can use to build Inclusion Safety on your team: 1. Share your story, hear their story. 2. Ask twice as much as you tell. 3. Express gratitude and appreciation. #psychologicalsafety #inclusion #diversity #4stages

Friday Thought: Building Inclusion Safety in Your Team 🌍 If you're interested in building psychological safety within your team, I highly recommend checking out this insightful post. It delves into the importance of inclusion safety, the foundational stage of psychological safety, and offers some practical tips for fostering it. 🌍 Diversity is a fact, inclusion is a choice. Without a feeling of belonging, we miss out on the full benefits of diversity and stifle our team's potential to perform and innovate. 🌐 Multicultural team members bring their own challenges with differing assumptions and expectations about fostering psychological safety, but inclusion safety is the essential feeling that everyone needs. #psychologicalsafety #inclusion #diversity #teamperformance

My theory is that if you want to create a culture of belonging, there are three important things you need to help your people do: 1) Get to know each other as human beings 2) Appreciate each other’s contributions 3) Ask for help What are the best approaches you’ve seen for encouraging those behaviors within an organization? What else would you add to the list?

People respect in the workplace is important because it creates an environment where everyone feels valued and heard. It can help bridge differences and create a cohesive team. Respectful employees are more engaged and committed to their work. Here are some ways to show respect in the workplace: Listen actively: Give your colleagues your full attention and encourage them to share their ideas. Be inclusive: Use inclusive language and be mindful of cultural differences. Acknowledge contributions: Give credit where it's due and recognize employee achievements. Provide constructive feedback: Offer feedback in a respectful way and help your colleagues improve. Be mindful of boundaries: Respect your colleagues' personal boundaries and privacy. Respond promptly: Answer emails and phone calls in a timely manner. Be empathetic: Understand that life happens and empathize with your teammates. Avoid interrupting: Give others your full attention and avoid interrupting them

Bringing Civility Back: A Call to Action Introduction Civility, a cornerstone of any thriving society, is the act of showing regard for others by demonstrating courtesy, kindness, and respect. The Society of Human Resources Management (SHRM) has been instrumental in studying and promoting civility, particularly in the workplace. Understanding Incivility Incivility, as measured by the Workplace Incivility Scale (WIS), refers to seemingly inconsequential rude or disrespectful behaviors that, when left unchecked, can escalate into more serious forms of conflict. SHRM's research reveals that nearly two-thirds of U.S. workers have experienced or witnessed incivility in their workplace within the past month. The Impact of Incivility The impact of incivility is far-reaching and costly. It negatively affects productivity, morale, and the overall workplace environment. In fact, the annual cost of workplace incivility has been estimated to be around $8 billion, underscoring the gravity of the issue. Promoting Civility Promoting civility is not just about reducing costs—it's about creating a safe, inclusive, and empathetic environment where individuals can contribute their best ideas. SHRM's 1 Million Civil Conversations initiative is a testament to the power of civil discourse in fostering inclusivity in the workplace. Personal Experiences and Observations In our everyday lives, we encounter instances of civility and incivility. For example, a friendly honk of the car horn can be a gesture of greeting, but it's often misinterpreted as an act of aggression. This misunderstanding underscores the need for a shared understanding and practice of civility. Conclusion Bringing civility back into our society is a collective responsibility. It requires each one of us to be mindful of our actions and to promote respect and understanding. As SHRM aptly puts it, "Civility starts with you." Let's all do our part to foster a more civil society. #BringCivilityBack

Bringing Civility Back: A Call to Action Introduction Civility, a cornerstone of any thriving society, is the act of showing regard for others by demonstrating courtesy, kindness, and respect. The Society of Human Resources Management (SHRM) has been instrumental in studying and promoting civility, particularly in the workplace. Understanding Incivility Incivility, as measured by the Workplace Incivility Scale (WIS), refers to seemingly inconsequential rude or disrespectful behaviors that, when left unchecked, can escalate into more serious forms of conflict. SHRM's research reveals that nearly two-thirds of U.S. workers have experienced or witnessed incivility in their workplace within the past month. The Impact of Incivility The impact of incivility is far-reaching and costly. It negatively affects productivity, morale, and the overall workplace environment. In fact, the annual cost of workplace incivility has been estimated to be around $8 billion, underscoring the gravity of the issue. Promoting Civility Promoting civility is not just about reducing costs—it's about creating a safe, inclusive, and empathetic environment where individuals can contribute their best ideas. SHRM's 1 Million Civil Conversations initiative is a testament to the power of civil discourse in fostering inclusivity in the workplace. Personal Experiences and Observations In our everyday lives, we encounter instances of civility and incivility. For example, a friendly honk of the car horn can be a gesture of greeting, but it's often misinterpreted as an act of aggression. This misunderstanding underscores the need for a shared understanding and practice of civility. Conclusion Bringing civility back into our society is a collective responsibility. It requires each one of us to be mindful of our actions and to promote respect and understanding. As SHRM aptly puts it, "Civility starts with you." Let's all do our part to foster a more civil society. #BringCivilityBack

Fostering civility in the workplace is critical for establishing a respectful and productive environment where all team members feel appreciated. Promoting a culture of respect and empathy is not just about politeness; it is a strategic necessity. Companies prioritizing civility attract and retain top talent, drive innovation, and achieve long-term success. Here are some useful tips to help you create a civil work environment in your workplace: 1.     Facilitate open and civil conversations regularly. 2.     Create a safe and compassionate environment. 3.     Lead by example—model respectful behavior. 4.     Provide continuous education on civility. 5.     Recognize and reward civil behavior.