USA schools are an imperfect but notable example. Despite the widespread publicity of a few cyber-bulling incidents, bullying in many schools has greatly diminshed. Those improvements only happened when schools stopped ignoring bullies and made significant changes to reduce toxic behavior. There is a lot more that can be done.
Thanks Barbara, you have also hit here on why less that 30 % of workers want to be there, and 20% want to undermine other workers. No wonder we all struggle to open innovation floodgates!
It doesn’t have to be that way. We coach leaders not to settle for toxins at work. We use a brain based survey to identify and decrease toxins at work. I'd like to hear more of what you do in response to toxins at work. Research by Cooper now allows people to rate their own job satisfaction by rating 22 items as honestly as you can, and receive a score back, but unfortunately their link went dead. Help the brain to see precisely where you stand, and it can take you to where you hope to arrive.
The opposite is also true as we identified 10 specific kinds of toxins folks face, and then suggested tools to build innovatively past these. See http://www.brainleadersandlearners.com/toxic-workplace/toxic-to-brain-fr...
I will watch keenly to learn from what others do in that area as they design a workplace where goodwill, innovation, and diverse brainpower are norm.
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Sounds like you arrived from the university and brain research side, I arrived from the clinical psychology and professional coaching side. Most client issues are helped through practical application of tools and skills people can use immediately and daily. Each client, team & organization is unique so the work changes a based on what the client's need for their situation. Thanks for your contribution!
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