peaker: Dr. Mitchell Kusy A 2005 Fulbright Scholar in Organization Development,he is a professor in the PhD. Program
This activity has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
Why you should attend
One should attend this workshop if you are:
- A leader who wants to improve team performance and the bottom line
- An HR professional who tackles toxic behaviors as part of your performance management responsibilities throughout your organization
- A coach looking for ways to help leaders handle toxic clients they refer to you
- A talent development professional whose expertise includes creating cultures of respect that impact performance
- A victim of a toxic individual and seeking ways to intervene.
- 92% of employees rated the range of severity of toxic work behaviors 7 to 10 on a 10-point scale: What are best practices to reduce the severity of these behaviors?
- 94% of employees have work with a cyclone employee in the past 5 years: What are benchmarked ways for intervention?
- 87% reported that team climate worsened: How can you assess team climate with a simple and innovative assessment tool?
- 51% of your organization’s top talent is likely to quit because of a toxic person: What are top leadership strategies to reduce this turnover?
- 90% of your customers who witness a toxic interchange between two employees tell others: How can leaders prevent the erosion of your business?
- 6% of individuals impacted by a toxic person ever filed a formal complaint: What can leaders do to increase this low reporting percentage?
- Create a safe, respectful work culture that impacts personal well-being and team performance
- Improve your bottom line by decreasing TOTAL compensation costs by 4% to 6%
- Decrease turnover by up to 12%
- Identify toxic protectors and toxic buffers who enable toxic behaviors to continue
- Use new, simple recruiting practices so that toxic individuals don’t ever enter your organization
- Engage new forms of exit interviews that will stop toxic behaviors in their tracks
- Tailor your coaching of toxic individuals with templates based on whether the person is your peer, direct report, or boss
Who will benefit
- Human resource professionals
- Leaders at all levels—supervisory, management, and executive
- Talent development professionals
- Organization development professionals
Based on an extensive three-year national research study that Dr. Mitchell Kusy and his colleague have conducted, Dr. Kusy has traveled the world sharing not only their cutting-edge research on toxic personalities, but just as importantly—what to do about it. Dr. Mitchell Kusy’s latest book, Why I Don’t Work Here Anymore: A Leader’s Guide to Offset the Financial and Emotional Costs of Toxic Employees, shares top evidence-based practices in handling toxic personalities and creating work cultures of everyday civility that mean business—bottom line business! Dr. Kusy has become known internationally as the how-to “guide on the side” to help leaders deal with this often gossiped-about, but hardly ever acted-upon problem!
A 2005 Fulbright Scholar in Organization Development, Dr. Kusy is a professor in the PhD. Program, Graduate School of Leadership & Change, Antioch University. Mitch has consulted and has been a keynote speaker with hundreds of organizations nationally and internationally—helping create work cultures of everyday civility impacting individual, team, and bottom-line performance. He previously headed leadership and organization development at American Express and HealthPartners. Previous to his just-released book, Why I Don't Work Here Anymore: A Leader’s Guide to Offset the Financial and Emotional Costs of Toxic Employees, Mitch co-authored five business books—one a best-seller. In 1998, he was named Minnesota Organization Development Practitioner of the Year