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Driving Dysfunctional Behavior From An Organization: Keys To A Healthy Company

    About the Workshop

    “Toxic” organizations cost American business millions of dollars each year. Negative workplace drama is the number one productivity killer. In today’s “do more with less” culture, techniques that enhance morale and employee motivation are invaluable. In business and industry, motivation is the difference between profit and loss, between growth and stagnation. Motivation is a key to solving America’s current problems of productivity. For the individual, motivation can be the difference between success and failure. This presentation examines the unmotivated, negative workplace and the things one should do to quickly turn it around.

    People are always reacting to each other – positively, negatively or passively. Some seem to have a talent for cutting others down, making people feel inadequate and useless, causing people to give up, hold back and stop trying. In this seminar, you will be empowered to give positive feedback. You will also appreciate the difference between “constructive criticism” and “objective correction.” What explains the motivation and commitment found in America’s healthiest organizations? How can you tell that many of America’s airline employees are unhappy? By contrast, how do you know they’re having fun at Southwest Airlines? All airlines have the same goal – to get the passenger from Point A to Point B. They probably have some of the same internal organizational conflicts. Southwest Airlines employs successful conflict resolution techniques which minimize drama and “toxicity.” Their employees’ positive morale is felt by the customers as well.


    • Explore how conflict can be creative – In healthy organizations, leaders encourage honest dialogue
    • Handle conflict and toxic work environments with positive new skills in a culture of integrity and mutual respect
    • Discover communication barriers that trigger workplace drama and conflict – Learn to change your perception (not the other person), resolve the conflict and move forward
    • Know when a manager’s responsibility would include performing an “intervention” within an organization
    • Recognize the difference between a difficult person and a person who is in a difficult situation
    • Diagnose the core issues in a dysfunctional organization and implement action plans that create solutions
    • Move proactively towards a healthy organization with the four-step process that teaches management and staff how to manage conflict before it spins out of control


    (Photo Courtesy of Vince Alongi)

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