Training Day Blog

Scapegoating is group bullying, often the result of an unhealthy corporate culture. It creates a human punching bag a group uses to release pent-up anxiety and frustration.

Much has been said about respecting colleagues from the perspective of avoiding insulting, demeaning, prejudicial, harassing comments and behavior. Less has been said about how shoddy work habits can show disrespect for co-workers.

An important part of the racial inequality conversation is becoming conscious of our own shortcomings, and finding ways to not let those shortcomings impact how we treat others.

Many of your employees and customers have strong feelings about the recent protests and unrest following the death of George Floyd at the hands of police. How is your organization responding?

As companies welcome employees back to the in-person workplace, safety is important, but the measures you take will be counterproductive if they are so cumbersome and unpleasant that people disregard them entirely.

A doctor who serves as the editorial adviser of the health trade publication I edit says he envisions a world in which five-minute COVID-19 tests will be available so that nearly every day people will get tested.

Many personality types (my own, for instance) don’t feel reassured by the message of being part of a monolith. For us, it’s more reassuring to have sincere, individual-based communication from a manager or a mentor during the crisis.

Business as usual—let alone business amid a pandemic—is stressful. Now is the time to explore all resources, including meditation, that can bring relief to employees, and as a result, improved service to customers.

When offices reopen, many organizations will need to decide whether they want—or can—bring back all employees into the office. And some employees may decide they prefer to continue working from home for the long term.

Assessing how managers and executives respond to the COVID-19 crisis can be helpful in determining their future leadership path.