Reflections On The Road To Respect
- Autor: Vários
- Narrador: Vários
- Editor: Podcast
- Duración: 15:04:44
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Sinopsis
This is Erica's audio version of her monthly newsletter. Erica Pinsky, B.A., MSc, CHRP is a respectful workplace solutions expert. As a speaker, trainer, author and consultant she provides a full range of customized services and solutions to eliminate discrimination, harassment, bullying and destructive conflict in the workplace. Creative, dynamic and results oriented, Erica partners with employers to build respectful workplace cultures where employees feel connected, valued and enthusiastic about their jobs.
Episodios
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3 Hot Tips for Bully-Proofing
13/11/2013 Duración: 08minI noticed an older gentleman among the audience members waiting to speak to me after a recent conference presentation. When the room had cleared, he asked if I had a few extra minutes to talk with him.Turns out that the information in my presentation confirmed for him that he was being bullied at work. The perpetrator was a new hire who had become his supervisor.His was an all too familiar story. He had enjoyed a wonderful career with his current organization and was nearing retirement. He’d never had any issues with anyone he worked with and had no idea what he had done to cause this problem. Although he was working ever harder, trying to be an asset to the team, whatever he did, his new boss found fault with him. It was a litany of criticism, humiliation, insults and abuse.He wanted to resolve the situation. He had spoken to her on several occasions. That only seemed to make it worse.The stress of trying to deal with this for a number of months was taking a toll on his emotional and physical health.
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October 2013 eNews podcast interview
22/10/2013 Duración: 14minSomething I learned in short order when I started my career as a Labour Relations Advisor at Canadian Airlines was that lawyer Sue Paish, and her colleagues Patricia Janzen and Lorene Novakowski at Russell and DuMoulin, as the firm was then called, were women I wanted to get to know. I heard them speak at numerous Labour, Employment and Human Rights conferences. I read the book Ms. Paish co-authored; - Act Don’t React – Dealing with Sexual Harassment in Your Organization. See acast.com/privacy for privacy and opt-out information.
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Full Interview with Sue Paish
22/10/2013 Duración: 01h05minSomething I learned in short order when I started my career as a Labour Relations Advisor at Canadian Airlines was that lawyer Sue Paish, and her colleagues Patricia Janzen and Lorene Novakowski at Russell and DuMoulin, as the firm was then called, were women I wanted to get to know. I heard them speak at numerous Labour, Employment and Human Rights conferences. I read the book Ms. Paish co-authored; - Act Don’t React – Dealing with Sexual Harassment in Your Organization. See acast.com/privacy for privacy and opt-out information.
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The Secretary of State
10/09/2013 Duración: 10minHilary Rodham Clinton — Leadership LessonsIn June I had the opportunity to present at the annual SHRM conference in Chicago. One of the highlights of that experience was being in the audience for the opening keynote delivered by former US Secretary of State Hilary Rodham Clinton.If you’re a regular reader/listener, you will know that the topic of Women, Position & Power is one that I have been increasingly focused on over the last couple of years. Our October post will feature Sue Paisch, former managing partner of Fasken DuMoullin, now CEO of Lifelabs.Forbes magazine recently ranked Ms. Clinton 5th on their 100 most powerful women list. The magazine selects women who “go beyond the traditional taxonomy of the power elite (political and economic might). These change-agents are actually shifting our very idea of clout and authority and, in the process, transforming the world in fresh and exhilarating ways.”At the outset of her keynote Ms. Clinton told her audience of HR professionals that “there is no more
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The Power of Possibility
11/06/2013 Duración: 11minThroughout the 3 day event, Ms. Sasevich showed us, gave us examples of, and shared ideas about what might be possible for us in our businesses. On the trip home, as I imagined all of the new products, strategies and initiatives I could develop and implement to support growth in my business, I began to appreciate how transformative it can be when one is really open to what might be possible, when one chooses to believe that a certain outcome can in fact happen. It occurred to me that Ms. Sasevich had allowed me to discover the Power of Possibility. I noticed during the event that I have all kinds of defense mechanisms, excuses and reasons that are almost like auto-responders – that won’t work for me because…, I can’t do that because…. At some point during those 3 days I started getting curious about those auto-responders. I realized that in fact those were simply excuses that allowed me to avoid stepping out of my comfort zone, taking a risk, playing bigger, increasing my sphere of influence and achieving
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The Value of Meditation at Work
14/05/2013 Duración: 09minWork related stress is now the leading cause of workplace disability, costing the Canadian economy close to $5 billion a year. Doing more with less is the mantra in many of today`s workplaces. Change is the name of the game. Given those realities, the likelihood that work related stress is going to end anytime soon is slim to none.So what`s an employer to do?How about offering a weekly, 30 minute meditation class?Wendy Quan, Organizational Change Manager at Pacific Blue Cross has been leading a weekly meditation class for her colleagues for the past 2 years. The class has grown from 12 attendees to over 150. And it is producing tangible results. See acast.com/privacy for privacy and opt-out information.
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Wendy Quan interview
14/05/2013 Duración: 32minThis is the full interview with Wendy Quan. See acast.com/privacy for privacy and opt-out information.
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Put the Snakes on the Table
16/04/2013 Duración: 08minHave you given much thought to the notion of behavioural accountability in your workplace?We often hear about the importance of holding employees accountable. That expression seems to imply that something, or more commonly, someone external to that employee, is responsible for ensuring that an employee lives up to her/his end of the employment contract. It expresses a cultural norm with respect to power and empowerment within an organization.I would also argue that it speaks to a reactive, rather than a proactive norm within an organization. It often means that those in positions of hierarchical power, managers and supervisors, (individuals I prefer to refer to as workplace leaders), are charged with a responsibility of monitoring or overseeing what others are doing. When those “others” make a mistake, when they fail to do something that they are supposed to, the leader has to “hold them accountable.”Most of the time that means some sort of punitive or disciplinary response, with a threat of more severe w
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Interview with Janine North
12/03/2013 Duración: 41minI had the opportunity to meet Janine North, CEO Northern Development Initiative Trust when I attended the 4th Annual Leadership Lessons from Influential Women in Business conference co-hosted by Business in Vancouver and the Professional Women’s Network on November 1, 2012. After hearing her speak as a panel member, I knew I wanted to include her in this series. I would describe Ms. North as a respectful, heart-centered leader. Her calm, focused and confident energy permeated our conversation. I left my recent interview with Ms. North feeling reflective and inspired. She is the kind of leader I aspire to be.Here are the highlights of our conversation. I invite you to listen to the podcast and hear the entire interview. See acast.com/privacy for privacy and opt-out information.
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How North Shore Credit Union is Getting Respect Right
12/02/2013 Duración: 10minOne of the main reasons I chose the title Road to Respect for my book was to emphasize the journey involved in creating a values based, respectful workplace culture. This is not about a quick trip with a speedy arrival at your destination. Aligning your workplace policies, behaviours and practices to reflect the ethical value of respect can take years.That kind of organizational journey requires commitment from senior leadership. According to Issy Sharp, founder of Four Seasons Hotels and Resorts and innovator of its award winning Golden Rule Culture 20182018Enforcing our credo was the hardest part.201D As I heard from Four Season2019s Ellen du Bellay, SVP Learning and Development that Gold Star Employer of Choice culture has been 201C40 years in the making.201D This is not a sprint 2013 it2019s a marathon. It2019s about commitment for the long haul. See acast.com/privacy for privacy and opt-out information.
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Are You Creating a Business Culture of Respect
15/01/2013 Duración: 10minIt2019s a New Year, a time when many of us are making resolutions. If attracting and retaining top talent, and/or achieving sustainable business success are goals you2019ve set for 2013, I2019d like to suggest that you add Creating a Culture of Respect to your list. See acast.com/privacy for privacy and opt-out information.
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A Christmakuh Story
11/12/2012 Duración: 14minI didn2019t grow up celebrating Christmas. It was 201Ctheir201D holiday. It wasn2019t until I met my late husband that I experienced the 201Cmagic201D of Christmas; the amazing smell of a living tree, the fun of decorating, the comfort of lights on dark winter evenings, the eggnog, the gingerbread and of course, the chocolate. I was hooked!On December 6, 2001 my husband was diagnosed with terminal cancer. He had his first chemotherapy treatment a few days later and spent his last Christmas in a hospital bed. As was his habit, he had already bought the tree, and most of the presents. He made me promise to have Christmas as usual for our five year old daughter. I will never forget being in our basement on Christmas Eve, after having put out the milk and cookies for Santa, crying and wrapping, lamenting,201CI can2019t do this! What do I know about this? I2019m Jewish.201D See acast.com/privacy for privacy and opt-out information.
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Interview with Faye Wightman
13/11/2012 Duración: 43minMs. Whiteman’s career path was shaped by the untimely death of her physician husband. She chose to return to school so that she could teach nursing and have a more predictable schedule than she did as a hospital program nurse working shifts on the open heart unit.However, as so often happens in life, that plan never materialized. See acast.com/privacy for privacy and opt-out information.
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"Respectful" Joking
15/10/2012 Duración: 08minMy book, Road to Respect, starts with a chapter entitled 201CChoosing to Walk the Talk.201D 201CLeading the Change201C is the final chapter of the book which starts with this quote by Albert Schweitzer: 201CExample is not the main thing in influencing others. It is the only thing.201D The importance of a personal commitment to respect and leading by example are central themes in the book, practices I have worked hard to personally integrate in my life. I mean, if I am going to inspire others to be respectful and live up to my reputation as, in the words of one of my clients, 201CThe Respect Lady,201D it is fairly critical that I 201CWalk my Talk.201DI certainly have the intention to align my behaviour with my values. At the end of the day however, as Canadian Human Rights Laws illustrate, it is the outcome that matters. See acast.com/privacy for privacy and opt-out information.
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The Respect Effect
18/09/2012 Duración: 08minI discovered RespectfulWorkplace.com, a site 201Cdevoted entirely to fostering awareness and providing resources for creating more respect in the workplace201D in early 2009. When I learned that the new site was looking for contributors, I jumped at the chance to become involved. I contacted Melanie Sklarz, web content coordinator, the conversation started, and I2019ve been a regular contributor ever since. After Road to Respect was published Melanie interviewed me for one of our posts.RespectfulWorkplace.com is a division of Legacy Business Cultures,(formerly Edge Learning of Ohio), founded in 1997 by Managing Partner Paul Meshanko. I view Melanie, Paul and myself as 201Crespect collaborators.201D We share a core belief in the 201Ctransformational201D power of respect to create both individual and organizational health and success. See acast.com/privacy for privacy and opt-out information.
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Lessons Learned in Dallas
06/08/2012 Duración: 09minThese days we2019re hearing a lot about values based leadership. That was not the case in 1960 when Issy Sharp, founder of Four Seasons Hotels and Resorts, opened his first hotel. If you2019ve read Road to Respect you may recall that Issy2019s decision to build his workplace culture on the 201CGolden Rule,201D (treat others as you would like to be treated) was met with scepticism from many on his senior team. But Issy was undaunted. He firmly believed that if his staff felt appreciated and esteemed, they would deliver exceptional service and make hotel guests feel valued and respected. He chose to remain committed to his idea of a values based culture, characterized by values based leadership.The rest, as they say, is history. Four Seasons Hotels and Resorts is one of the most successful hotel chains in the world, consistently recognized as an Employer of Choice by Fortune magazine among others. All because Issy Sharp understood the power of the values based leadership. See acast.com/privacy for privacy
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Interview with Donna Wilson
11/06/2012 Duración: 44minWill Are We There Yet? Second in an interview series On April 30th, I sat down with Donna Wilson, VP, Industry Services & Sustainability at WorkSafeBC , to get her perspective on Women, Position & Power. Ms. Wilson has a wealth of knowledge and experience and I found her story fascinating. I encourage you to listen to the entire interview. See acast.com/privacy for privacy and opt-out information.
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Will New Law Make BC Bully Free?
10/05/2012 Duración: 07minOn Thursday May 3, BC Labor Minister Margaret MacDiarmid tabled amendments to the Workers Compensation Act to address workplace bullying and harassment. BC is following a legislative trend which began 2004 when Quebec amended its Labour Standards legislation to include psychological harassment 2013 aka workplace bullying.What is psychological harassment? Any vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures, that affects an employee2019s dignity or psychological or physical integrity and that results in a harmful work environment for the employee. See acast.com/privacy for privacy and opt-out information.
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Vote for Erica
11/04/2012 Duración: 05minThis month I am asking all of you in the Road to Respect community to help me become North America’s Next Greatest Speaker.In February I presented Speak Up: Speak Out – Personal Power and Respect in Business at the Vancouver chapter of eWomenNetwork. After the presentation Pamela Chatry, Executive Managing Director told me about a speakers competition that eWomenNetwork was holding and encouraged me to enter.eWomenNetwork has thousands of members. Many of those members are also members of the eWomenNetwork speakers bureau. Many are professional speakers.In spite of the fact that I really didn’t think I had a hope of making it, I decided to enter. It wasn’t really about winning, it was more about affirming my intention to speak, affirming my commitment to talk about the things I am passionate about: power, respect, and disrespect: subjects that many of us prefer to avoid dealing with.I entered the competition without any expectation. Imagine my surprise when on March 27th I received the following email:
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eNews March 2012 - Psychopathic Bosses
12/03/2012 Duración: 06minAs I frequently tell my audiences, one of the most encouraging findings with respect to workplace bullying is the evidence that establishes the effectiveness of coaching in shifting the behaviour of individuals who routinely engage in disrespectful, power based behaviours. The exception, I point out, would be that small percentage of individuals, 1% within the general population, who can be classified as psychopaths; individuals who are incapable of changing their behaviour because they lack empathy and feel no remorse or guilt, regardless of what they say or do.Until recently, I assumed that we would find that same small percentage reflected in our workplaces. Apparently I was wrong. According to research by Dr. Robert Hare, the Canadian psychologist who co-authored Snakes in Suits: When Psychopaths go to Work, the likelihood of finding a psychopath in your senior leadership team is 4 times higher than within the general population.It seems that contemporary corporate culture, particularly within the fin