-Initiate this conversation internally within their organizations -Use a timeline of actionable steps for ensuring respectful workplaces -Provide a guideline for employee concerns and gray areas

-Explain the four-parts to Emotional Intelligence -Identify their primary communication style -List clues people about their style -Provide the main communication need based on someone's style -Identify 3 ways they can be more effective with people of other styles

Learning Objectives Taking credit for someone else’s work Repeatedly belittling a co-worker Withholding essential information Failing to invite someone to an essential meeting Ignoring a coworker with the intent to harm or control Engaging in ongoing passive-aggressive behavior in which words and actions appear harmless but have the intent to harm or control Constant and unfair criticism Social bantering and teasing Yelling, shouting and screaming Insults and behind-the-back put-downs Hostile glares and other intimidating gestures Malicious gossiping Monopolizing supplies and other resources Aggressive e-mails or notes Overt threats and aggression or violence How to handle bullying in the workplace Am I the bully?

-Identify key distinctions in younger generations and their employee/team needs -Discuss non-negotiable items and clearly communicate expectations -Provide 2-3 things that will help attract and retain younger employees

-Participants will be able to create company policies that serve as clear guidelines for employees and give leadership the tools to reduce turnover, fraud, and profit leakage -Participants will be given specific actions to take in prompting the organization to acknowledge that ethics policies, alone, are not enough -Participants will have examples of escalation steps to resolve critical incidents

-Recognize the multiple dimensions of diversity, such as age, class, culture, disability, ethnicity, etc. -Develop a global mind-set and cultural fluency by gaining an informed understanding of the concepts of cultural competence, unconscious bias, empathy, diversity and inclusion as it relates to the workplace -Identify strategies to break cultural barriers and develop deliberate diversity awareness and skill building policies/programs -D​​evelop a culture of deep conviction about the importance of diversity and inclusion in the workplace, in effort to improve employee relationships, productivity and retention efforts of the organization -Gain an understanding of how the attraction and retention of diverse talent increases competitive advantage for companies overall -Improve SHRM competencies in the cluster of communication, global and cultural effectiveness, and relationship management

-Recognize the multiple dimensions of diversity, such as age, class, culture, disability, ethnicity, etc. -Develop a global mind-set and cultural fluency by gaining an informed understanding of the concepts of cultural competence, unconscious bias, empathy, diversity and inclusion as it relates to the workplace -Identify strategies to break cultural barriers and develop deliberate diversity awareness and skill building policies/programs -D​​evelop a culture of deep conviction about the importance of diversity and inclusion in the workplace, in effort to improve employee relationships, productivity and retention efforts of the organization -Gain an understanding of how the attraction and retention of diverse talent increases competitive advantage for companies overall -Improve SHRM competencies in the cluster of communication, global and cultural effectiveness, and relationship management

Preparation Self-Talk Trust Competency

Understand flexible work options that your company could consider implementing; Learn how to pitch flexible work solutions as an innovative talent management strategy to your executive team; Deploy a flexible work program in your workplace

Listening Communication Building Rapport Relationship Building