Podcast appearances and mentions of christine porath

In the latest episode of The Dr. Ck. Bray show, Dr. Bray discusses "Rude Awakening: Navigating the World of Incivility" and delves into the pressing issue of rising incivility, a problem that has only worsened in recent years. Join us as we explore the experiences of frontline workers, from healthcare heroes to retail employees, who face an alarming increase in rude and abusive behavior from customers and patients. Using research from Christine Porath, a Georgetown University professor who has dedicated over two decades to studying workplace incivility. Her insights reveal just how widespread and damaging these behaviors have become, even in industries where employees are hailed as essential. This episode uncovers the far-reaching consequences of incivility, not just for those directly targeted but for witnesses and society as a whole. You'll learn about the underlying factors driving this surge in rudeness, from stress and negative emotions to weakened social ties and the impact of technology. But it's not all doom and gloom. We'll provide actionable strategies for handling uncivil encounters, from maintaining composure and setting boundaries to seeking support and practicing self-care. Discover how to protect your well-being and foster a more respectful and empathetic environment, whether at work or in your personal life. Tune in to "Rude Awakening" and gain valuable insights and practical advice on how to navigate and combat incivility in today's challenging world. Don't miss this eye-opening episode that promises to leave you better equipped to handle rude behavior and contribute to a kinder, more civil society. For more information on Incivility read Christine Porath's article in the Harvard Business Review called Frontline Work When Everyone is Angry. November 2022. This article was based on Christine's work and article.  QUOTES BY DR. BRAY “Bad behaviour is often in the eye of the recipient.” “Your work and mental health will suffer if you feel disrespected.” “Do we notice other people as we go throughout the day? How do we feel when others aren't civil to us?”

“Lacking a sense of psychological safety, people shut down…often without realizing it. They are less likely to seek or accept feedback, and also less likely to experiment, to discuss errors, and to speak up about potential problems.” ~ Christine Porath (https://www.billcrawfordphd.com/quote-video-blog/)

On today's show, we take your questions on whether you give a gift at a wedding vow renewal, if you can ask for cash gifts for a 40th birthday, and how to handle an uncomfortable moment at a memorial. For community members, your question of the week is about when to follow up after a job application is submitted. Plus, your etiquette salute, weekly etiquette challenge, and a postscript segment on the definition of incivility from The Cost of Bad Behavior by Christine Porath and Christine Pearson. Join the community, support the show - emilypost.substack.com Learn more about your ad choices. Visit megaphone.fm/adchoices

In our latest podcast episode, William had the privilege of chatting with Christine Porath, Visiting Faculty at the University of North Carolina at Chapel Hill, renowned for her ground breaking research on helping people and communities thrive. Christine is not only a prolific contributor to the Harvard Business Review but has also graced the pages of the New York Times, Wall Street Journal, McKinsey Quarterly, and the Washington Post. Her expertise has benefited executive programs at esteemed institutions like Harvard, Georgetown, and the University of Southern California (USC), where she was a faculty member at the Marshall School of Business. With an impressive body of work, she authored "Mastering Community," "Mastering Civility," and co-authored "The Cost of Bad Behaviour."   In this episode, Christine shares her insights on Building a Community at Work – a topic of paramount importance in today's professional landscape. Tune is as we explore her wealth of knowledge and experience! Listen now to gain valuable insights and ideas for nurturing thriving communities at work.  Find out more about the work Christine does here: Christine Porath | Author, PHD, Professor, Researcher, Speaker  

What happens when you don't have psychological safety, and how does it affect your bottom line? In this episode of the Culture by Design podcast, Tim and Junior share some of the research behind the need for psychological safety at work. You can't fully understand these costs and not walk away with a renewed conviction to foster an environment of psychological safety. Our suggestion? Take this data to your teams and start the conversation around how psychological safety impacts you and your organization.Seven questions to assess your personal impact on psychological safety (01:56). Tim and Junior open the episode with several self-reflection questions. When asked in a survey environment, 60% of respondents said that at least one of these things had happened to them during the prior 24 hours. How cultures are formed (10:12). The way that we either interact, either healthily or pathologically, makes a difference. Any time humans interact, cultures are created, which means that cultures are constantly created because we're constantly interacting. This means that cultural quality, like interaction, runs along a spectrum from pathology to health.Consequences of punished vulnerability (17:15). Junior shares some stats from Christine Porath's work on the costs of workplace incivility. Cost 1: Bleeding out your best talent (19:47). An environment that fosters psychological safety is very quickly becoming a requirement for top performers. These employees know what kind of environment they need to do their best work. They won't tolerate unsafe environments wherethey can't contribute meaningfully, they can't make things better, and they can't challenge the status quo.Cost 2: Failure to innovate (24:52). Companies with a strong culture of psychological safety are 4.5 times more likely to be innovative than companies with weak cultures. When employees feel safe to take risks and share ideas, they're more likely to come up with new and innovative solutions.Cost 3: Hostile work environment (30:31). Cultures of punished vulnerability can very quickly turn hostile, and there are very significant liabilities and exposure that we incur as organizations that come with hostile work environments.Cost 4: Low-velocity decision-making (39:39). Low psychological safety makes the necessary discussion for analysis and decision-making shallow and slow. But having it allows you to do the most thorough analysis and assessment of risk.Cost 5: Learned helplessness (44:50). A lack of psychological safety can induce conformity, passivity, and learned helplessness which lowersthe bar of performance. Rewarding vulnerability and investing in its benefits (47:57). Tim and Junior explain the LIVE model (look, identify, validate, encourage), a tool to help individuals actively reward acts of vulnerability in their workplace. Mentioned Links:Christine Porath | Workplace IncivilityPsychological Safety Behavioral GuideThe 4 Stages Culture Diagnostic

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During a particularly heated week in the news where the dialogue became increasingly harsh, Michael spoke with Georgetown University Professor Christine Porath, on her book "Mastering Civility: A Manifesto for the Workplace." Original air date 21 June 2018. The book was published on 27 December 2016.

This week Dr Kat Ralston discusses the concept of civility with Dr Catherine Stretton. They reflect on their own personal experiences and explore the evidence on the impact incivility has on our ability to do our jobs effectively. They discuss recognising the factors that can lead to incivility, explore strategies to challenge incivility with compassion and consider how we can influence our workplace culture to improve patient safety. Kat is a Specialist Trainee in Geriatric and General Medicine and a Medical Education Fellow, currently working in Edinburgh. Cath is a Consultant Anaesthetist in St. John's Hospital, Livingston. Alongside her clinical work, she is very interested in staff experience and how this translates into to the quality of healthcare that our teams deliver to our patients. She is also interested in utilising Quality Improvement science to achieve excellence in these two areas, so both patients and staff get the best possible experience from our healthcare system. --Useful Links-- Civility saves lives website - https://www.civilitysaveslives.com/ The Price of Incivility by Christine Porath and Christine Pearson (2013) in Harvard Business Review - https://hbr.org/2013/01/the-price-of-incivility The Impact of Rudeness on Medical Team Performance: A Randomized Trial – Riskin, Erez et al. (2015) - https://doi.org/10.1542/peds.2015-1385 Exposure to incivility hinders clinical performance in a simulated operative crisis – Katz et al. (2019) - http://dx.doi.org/10.1136/bmjqs-2019-009598 Paul Stretton's Twitter - (@psquantumsafety) The ‘just culture': why it is not just, and how it could be – Stretton (2020) - https://doi.org/10.12968/bjhc.2020.0058 -- Follow us -- https://www.instagram.com/rcpedintrainees https://twitter.com/RCPEdinTrainees -- Upcoming RCPE Events -- https://events.rcpe.ac.uk/ Feedback: cme@rcpe.ac.uk

Christine Porath discusses why community is critical to well-being and shares powerful examples of how to build it in the workplace. — YOU'LL LEARN — 1) The astounding benefits of a sense of community. 2) The one thing to avoid with community-building activities. 3) How vulnerability leads to richer communities. Subscribe or visit AwesomeAtYourJob.com/ep868 for clickable versions of the links below. — ABOUT CHRISTINE — Christine Porath is a tenured professor at Georgetown University's McDonough School of Business. She's the author of Mastering Civility: A Manifesto for the Workplace and co-author of The Cost of Bad Behavior. Christine is a frequent contributor to the Harvard Business Review, and has written articles for New York Times, Wall Street Journal, McKinsey Quarterly, and Washington Post. She frequently delivers talks and has taught in various Executive programs at Harvard, Georgetown, and USC. Prior to her position at Georgetown, she was a faculty member at University of Southern California's Marshall School of Business. Christine's work has been featured worldwide in over 1500 television, radio and print outlets. It has appeared on 20/20, Today, FoxNews, CNN, BBC, NBC, msnbc, CBS, ABC, and NPR. It has also been included in Time, the Wall Street Journal, the Financial Times, Fortune, Forbes, NY Times, The Washington Post, and L.A. Times. • Book: Mastering Community: The Surprising Ways Coming Together Moves Us from Surviving to Thriving • LinkedIn: Christine Porath • Twitter: @PorathC — RESOURCES MENTIONED IN THE SHOW — • Book: The Power of Full Engagement: Managing Energy, Not Time, Is the Key to High Performance and Personal Renewal by Jim Loehr and Tony Schwartz • Book: The Joy of Movement: How exercise helps us find happiness, hope, connection, and courage by Kelly McGonigal • Book: TouchPoints: Creating Powerful Leadership Connections in the Smallest of Moments by Douglas Conant and Mette Norgaard • Book: Man's Search for Meaning by Viktor Frankl • Past episode: 150: Expressing Radical Candor with Kim Scott • Past episode: 310: Managing Your Energy to Perform at Your Best with Tony Schwartz See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Professor Christine Porath is an Associate Professor at Georgetown University's McDonough School of Business and helps organizations build thriving workplaces. She's the author of the award winning books, Mastering Civility: A Manifesto for the Workplace and Mastering Community: The surprising ways coming together moves us from surviving to thriving. Her speaking and consulting clients include Google, United Nations, World Bank, International Monetary Fund, Genentech, Marriott, National Institute of Health, Department of Labor, Department of the Treasury, Department of Justice, and National Security Agency.  Christine has written for the Harvard Business Review, the New York Times, Wall Street Journal, McKinsey Quarterly, Washington Post, Psychology Today, and Thrive Global. She serves on the Advisory Council for the Partnership for Public Service. Porath has been recognized as a Top 100 Leadership Speaker and Top MBA Professors of 2017. Her work has been featured on 20/20, Today, FoxNews, CNN, BBC, NBC, msnbc, CBS, ABC, NPR, Time, the Wall Street Journal, the Financial Times, Fortune, Forbes, NY Times, The Washington Post, L.A. Times and other outlets.  In this episode we ask her about: Her amazing career Research Incivility  Advice for medical students and doctors  Christine Porath: http://www.christineporath.com/ Mastering Civility: https://www.amazon.co.uk/Mastering-Civility-Manifesto-Christine-Porath/dp/1455568988 For comments, collaboration or feedback, contact us via email or Twitter. Email: medspirepodcast@gmail.com Twitter: @medspirepodcast

Despite our deep desire to feel a sense of belonging, many of us feel isolated. The rise of technology and modern workplace practices have led people to be even more disconnected, even as we remain constantly contactable.In this episode, Dustin talks with Christine Porath about her latest book, Mastering Community: The Surprising Ways Coming Together Moves Us from Surviving to Thriving.Christine's research shows, “as our human interactions have decreased, so too have our happiness levels. This is sparking a crisis in mental health that will have repercussions for years, leaving people lonelier and organizations less productive and profitable, too.” Leaders, organizations, and managers of all stripes may recognize how to implement the cure: community and civility.Christine and I talk about the six characteristics of companies and leaders that best build community, how to unleash your people and embrace radical candor. We share a few great book recommendations, some wonderful case studies, examples and stories from Cisco, Marriott, The Motley Fool and even the world of improv comedy at Second City. ***This episode is brought to you by Stax Payments, offering a FREE savings analysis for our listeners, where they will actually take your merchant statement with your current processor and show you where you are overpaying. Stax has saved orthodontics practices over 40% per month on payment processing costs. So don't wait, get your free savings analysis today and see how much you're overpaying for your credit card processing. Visit StaxPayments.com/Burleson-Seminars***Resources Mentioned in the Episode with Christine Porath:Christine PorathMastering CommunityMastering CivilityThe Speed of Trust by Stephen CoveyTrust and Inspire by Stephen Covey***Go Premium: Members get early access, ad-free episodes, hand-edited transcripts, exclusive study guides, special edition books each quarter, powerpoint and keynote presentations and two tickets to Dustin Burleson's Annual Leadership Retreat.http://www.theburlesonbox.com/sign-up Stay Up to Date: Sign up for The Burleson Report, our weekly newsletter that is delivered each Sunday with timeless insight for life and private practice. Sign up here:http://www.theburlesonreport.com Follow Dustin Burleson, DDS, MBA at:http://www.burlesonseminars.com

This guest episode, “The Courage to Be an Inclusive Leader,” with Ellen Burton will give you concrete concepts and guidance to be the inclusive leader your team desires and deserves. Ellen is an international speaker on business issues which include workplace culture, diversity, equity and inclusive leadership. Ellen speaks about this nuanced topic in a clear, understandable, and accessible way. I'm glad you're here to listen in!About the Guest:Author of the Amazon Best Seller, The Civility Project: How to build a culture of reverence to improve wellness, productivity, and profit. Ellen is an international lecturer on business issues which include workplace culture, diversity, equity and inclusion and inclusive leadership. In her 27th year as an Executive Coach and consultant, Ellen has supported C-suite executives, executive directors, and business owners in establishing and exceeding their goals.Those who coach with Ellen improve their focus, influence, capacity as effective leaders and therefore, results. Ellen serves on several boards including Newfield Network, an ICF Coach Training corporation and The Open Studio Project. She is an avid golfer, novice tennis player, community volunteer and is active in her church. Because of working with her Coach, Ellen is powerfully contributing to the world while happily and gratefully living a life beyond her wildest dreams.The best way to reach Ellen is through her website, http://www.coachellenb.com/ and this contact number 847.721.6494. About the Host:Amy L. Riley is an internationally renowned speaker, author and consultant. She has over 2 decades of experience developing leaders at all levels. Her clients include Cisco Systems, Deloitte and Barclays.As a trusted leadership coach and consultant, Amy has worked with hundreds of leaders one-on-one, and thousands more as part of a group, to fully step into their leadership, create amazing teams and achieve extraordinary results. Amy's most popular keynote speeches are:The Courage of a Leader: The Power of a Leadership LegacyThe Courage of a Leader: Create a Competitive Advantage with Sustainable, Results-Producing Cross-System CollaborationThe Courage of a Leader: Accelerate Trust with Your Team, Customers and CommunityThe Courage of a Leader: How to Build a Happy and Successful Hybrid Team Her new book is a #1 international best-seller and is entitled, The Courage of a Leader: How to Inspire, Engage and Get Extraordinary Results.www.courageofaleader.comhttps://www.linkedin.com/in/amyshoopriley/ Links mentioned in episode and related resourcesMastering Civility by Christine Porath - https://www.amazon.com/Mastering-Civility-Manifesto-Christine-Porath/dp/1455568988Choosing Civility by P.M. Forni - https://www.amazon.com/Choosing-Civility-Twenty-five-Considerate-Conduct/dp/0312302509/Professional Leadership by Ellen Burton, et al - https://www.amazon.com/Professional-Leadership-Angela-Armstrong-PhD/dp/1914265351/Biased by Jennifer L. Eberhardt, PhD - https://www.amazon.com/Biased-Uncovering-Hidden-Prejudice-Shapes/dp/0735224951/Nice...

What is conflict transformation? How can individuals and Christian communities deal with conflict well? How do structural issues contribute to interpersonal conflict? How can we practice peace and reconciliation in everyday life? Mika and Rayne chat with Rev. Dr. Karen Kemp, a lecturer and coach at Laidlaw Collage, and the previous Dean of St. John's Theological Collage. We talk about conflict transformation, peace and reconciliation, and how to live well together. This is the first episode of a two-part interview. Show notes Laidlaw College St John's Theological College The Jesus Film (1979) Taking Up the Practice: Conversion and Buddhist Identity in New Zealand (2008), Hugh Kemp PhD thesis Transforming Congregational Conflict: An Integrated Framework for Understanding and Addressing conflict in Christian Faith Communities (2010), Karen Kemp Masters' thesis Little Book of Conflict Transformation, John Paul Lederach (2003) Matthew 18 World Cafe method Dallas Willard (1935–2013) Reconciling All Things: A Christian Vision for Justice, Peace and Healing (2008) Emmanuel Katongole & Chris Rice Mastering Community: The Surprising Ways Coming Together Moves Us from Surviving to Thriving (2022) Christine Porath

Civility means respect. It's about making people feel valued, appreciated, and heard, so they feel they are part of the team. Unfortunately, with so much conflict happening, civility is often lacking in the construction industry. And this episode's guest believes that civility in the workplace can reduce turnover and increase productivity. Join Eric Anderton as he talks to author, professor, researcher, and speaker Christine Porath about civility in the workplace. Learn how you can develop a culture where every voice matters and people aren't afraid to speak up. Find out why it's important to recruit people who align with your values. And know how you can be a team player. Start practicing civility today!

From videos of drunk and disorderly airline passengers to stories of hospital visitors angrily refusing to wear masks, customer-facing work seems to have gotten a lot more difficult – even dangerous -- over the past few years. It's important that organizations understand the experience of frontline workers now, and help to better protect their employees, says Christine Porath, professor of management at Georgetown University. She's studied incivility for 20 years, and has spoken to workers in many industries in the last few years about what it's like working with customers today - with stress, anger, and incivility seemingly on the rise. And she has advice for managers and leaders. Porath is the author of the HBR Big Idea article "Frontline Work When Everyone Is Angry."

In this episode, Dr. Michael Maddaus speaks with Christine Porath, an associate professor at Georgetown University McDonough School of Business. Porath has dedicated her career to understanding the business and personal impacts of how people treat one another in the workplace, and how the influence of leaders plays a huge role in happiness and engagement at work. The need for human connection is part of our genes. But Porath identifies today's modern technologies and self-sufficient mindset as disconnecting factors that lead to increases in anxiety, depression, and other mental health problems. Her book, Mastering Civility: A Manifesto for the Workplace, documents the financial implications of poor leadership and suggests a variety of solutions. Her newest book, Mastering Community: The Surprising Ways Coming Together Moves Us from Surviving to Thriving, tells of the importance of workplace connection and feelings of value, belonging, and understanding. Listen as Dr. Maddaus and Porath discuss the need, at work and at home, to foster relationships built on connection and support, and how this can make all the difference, especially when times are hard.    “The Resilient Surgeon” is a program from the Society designed to inspire cardiothoracic surgeons to be their best selves, in and out of the OR, using scientifically proven tools and recovery strategies of the world's top performers. Christine Porath can be reached at christine.porath@gmail.com. Learn more about STS wellness efforts at sts.org/wellness.

Christine Porath empowers us all to leave negative, toxic environments behind and thrive in our own communities, whether it be in our personal life or in the workplace.  Her latest book Mastering Community is an empowering guide to help people discover just how important thriving communities are, and learn what steps you can take to create them. Christine's practical advice will not only strengthen you as an individual but also equip companies to create a culture that supports the community. This podcast will have you asking the question: Am I building a culture around me that will thrive?

We've all had the experience of dealing with a challenging colleague. It's not only unpleasant, but it can also impact our well-being, performance, and our organizational culture. So, what can we do as individuals and leaders to create a culture of kindness, respect, and community at work? On this episode, Deloitte Chief Well-being Officer Jen Fisher talks with Christine Porath, professor at Georgetown University's McDonough School of Business and author of Mastering Community: The Surprising Ways Coming Together Moves Us from Surviving to Thriving, about the impact of negative workplace behaviors and how to overcome them through resilience, radical candor, community building, and more to create an environment where people thrive.

We've all had the experience of dealing with a challenging colleague. It's not only unpleasant, but it can also impact our well-being, performance, and our organizational culture. So, what can we do as individuals and leaders to create a culture of kindness, respect, and community at work? On this episode, Jen Fisher talks with Christine Porath, professor at Georgetown University's McDonough School of Business and author of Mastering Community: The Surprising Ways Coming Together Moves Us from Surviving to Thriving, about the impact of negative workplace behaviors and how to overcome them through resilience, radical candor, community building, and more to create an environment where people thrive.

In the 14th episode, Shaun and Chris interview Dr. Christine Porath. Dr. Porath is an Associate Professor at Georgetown University's McDonough School of Business and helps organizations build thriving workplaces. They dig into both her books, Mastering Community and Mastering Civility, self-awareness, candor, humility, the fundamentals of civility, being a two sport athlete in college and much more!

Welcome to Awesome Etiquette, where we explore modern etiquette through the lens of consideration, respect and honesty. On today's show we take your questions on tipping on a discounted service, sending gifts when you can't attend a wedding shower, delivering welcome bags to out of town guests, and how to solve the mystery of who sent a wedding gift that arrived with no card or sender information. For Awesome Etiquette Sustaining members our question is about rude behavior from family members at a wedding. Plus your most excellent feedback, etiquette salute and a postscript where we consider slowing down with Christine Porath and Christine Pierson. See omnystudio.com/listener for privacy information.

Welcome to episode #833 of Six Pixels of Separation. Here it is: Six Pixels of Separation - Episode #833 - Host: Mitch Joel. What does it mean to build a community? How powerful are communities? Have communities become to insular lately? Christine Porath is a tenured professor at Georgetown University's McDonough School of Business. She's the author of Mastering Civility - A Manifesto for the Workplace and co-author of The Cost of Bad Behavior. Her latest book is called, Mastering Community - The Surprising Ways Coming Together Moves Us From Surviving To Thriving. In this book, Christine argues how important thriving communities are to our wellbeing and the success of organizations, and learn what steps you can take to create them. Enjoy the conversation... Running time: 47:52. Hello from beautiful Montreal. Subscribe over at Apple Podcasts. Please visit and leave comments on the blog - Six Pixels of Separation. Feel free to connect to me directly on Facebook here: Mitch Joel on Facebook. or you can connect on LinkedIn. ...or on Twitter. Here is my conversation with Christine Porath. Mastering Community - The Surprising Ways Coming Together Moves Us From Surviving To Thriving. Mastering Civility - A Manifesto for the Workplace. The Cost of Bad Behavior. Follow Christine on LinkedIn. Follow Christine on Twitter. This week's music: David Usher 'St. Lawrence River'.

Guest Bio: Christine Porath is a tenured professor at Georgetown University's McDonough School of Business. She's the author of Mastering Civility and co-author of The Cost of Bad Behavior. She is also a consultant working with leading organizations to help people and communities thrive. Her speaking and consulting clients include Google, United Nations, World Bank, Microsoft, Genentech, Marriott, 3M, Verizon, Ford, World Health Organization, and Cleveland Clinic. Highlights “What are the costs of these small interactions between people, that can make them feel disrespected or small?” [6:44] Christine Porath asks the big question that makes up research on the need for community in the workplace. “I stepped out of the shower and my back went out...I could not move, and it ended up being that the stress was exacerbated by toxic management. This fear based, intense pressure cooker that put unrealistic expectations on me.” [7:29] Marcel shares a story from his personal past and how toxic management caused physical injury due to stress.  “We looked at witnesses, and it was taking them off track just as much. Their performance was declining by about 33%.” [16:42] When discussing the consequences in her research, Christine shares some statistics on productivity all the way down to the witnesses of negative interactions beyond those directly involved. “Nearly 50% said because they would be at a disadvantage if they were civil or respectful at work. They thought they would be less leader like.” [18:14] Christine shares some interesting insights on the reason behind rude or negative behavior in the workplace.  “I'm really curious, on what you saw as maybe one or two of the worst examples of incivility in the research.” [20:46] Marcel, intrigued by Christine's research in negative behavior in the workplace, lines up space for Christine to share some examples involving public belittling of employees during meetings. “74% of people are actually more engaged, 81% are more likely to stay with the company…83% reported higher thriving at work and a sense of being more energized, alive, and growing.” [24:14] Marcel lists some eye-opening stats on the positive impact of a strong community at work. Christine comments on the difference it would make for employees to prioritize working in an environment with a sense of community. “Everyday they would meet in this film room, and it wouldn't be about the X's and O's, the strategies, the game. It was this idea of sharing information, and being vulnerable, and talking about things that mattered.”[31:10] Christine explains an example of Uniting People, with a story of coach Phil Jackson and the Chicago Bulls.  “It's these moments, that if you're mindful which is hard these days, can really make a difference to people.” [38:49] Christine talks about the impact of small moments in acknowledging and respecting people, like with her story of Empathy at Cleveland Clinic. “Given how important culture is whether you're PTA, or a school, or a local organization, we should prioritize culture and think about how do we continue to strive to get better?” [43:01] Sharing about Boosting Wellness, Christine gives examples of small but impactful ways to improve culture in the workplace. “There's community in so many ways, but people don't think about community in a work sense.” [49:00] Closing out today's episode, Marcel connects community as an important extension of love in the workplace.  Resources: Christine Porath Christine Porath (@PorathC) / Twitter Christine Porath - Professor of Management - Georgetown University | LinkedIn  Mastering Community: The Surprising Ways Coming Together Moves Us from Surviving to Thriving

Christine Porath joins me as co-host again as we talk with her brother, Mike Porath, about how community can help support us after difficult diagnoses. Mike's daughter was diagnosed with a rare condition and it was a community he found online that helped him and he has grown that community to over 3.5 million on TheMighty.com, where members are empowered and connected to others living with the same health challenges as them.Links:https://peds.com https://corp.themighty.comhttp://www.christineporath.com https://www.howcanihelppod.comhttps://www.citizensofsound.comhttps://www.lesliepowellmusic.com

If you've ever felt that someone has been rude or uncivil to you at work, I think you'll really enjoy today's conversation. My guest is Christine Porath, associate professor of management at McDonough School of Business at Georgetown University and author of the new book Mastering Civility: A Manifesto for the Workplace. It's a fantastic read in which Christine gets to the heart of what's behind on-the-job rudeness, what it costs us all and what we can do about it. I'm thrilled to dive into this meaty — and very timely — topic with her.

Christine Porath, author of Mastering Community, joins me as co-host. We interview Crisis Responder and Trauma Recovery Coach, Jody Betty about her struggles with depression and suicide and learn how to help others with the same struggles.  If you are feeling suicidal, I hope listening to Jody's story will be helpful to you.  She has generously offered her time to anyone struggling. You can email her at jody_betty@hotmail.com.  Links:http://www.christineporath.com https://jodyb2016.wordpress.com https://www.irmi.com/articles/expert-commentary/language-matters-committed-suicide https://www.maine.gov/suicide/about/language.htm https://www.howcanihelppod.comhttps://www.citizensofsound.comhttps://www.lesliepowellmusic.com

Heading into Memorial Day weekend, investors got some sunshine as the Dow, S&P 500, and Nasdaq all rose for the first time in over a month. (0:30) Emily Flippen and Maria Gallagher discuss: - Why they're watching inflation and increased talk of a recession - Costco posting stronger results than Walmart and Target - Baidu and Alibaba rising in China - Ulta Beauty's record sales in Q1 - Snowflake trading below its IPO price - Farfetch fighting on the front line of so many tough macro trends - The latest from Workday, Nvidia, and Williams-Sonoma (19:00) Asit Sharma talks with Georgetown University business professor and author Christine Porath about how Traeger's CEO changed the company's culture and other takeaways from her book, Mastering Community. (31:00) Maria and Emily respond to a listener's question about beach reads for investors with four recommendations (Money, The Fish that Ate The Whale, Red Notice, and The Coffeehouse Investor), discuss Unilever's new drone delivery ice cream business, and shares two stocks on their radar: 1Stdibs.com and Doximity. Stocks discussed: COST, BIDU, BABA, ULTA, SNOW, WDAY, NVDA, WSM, FTCH, COOK, UL, DIBS, DOCS Host: Chris Hill Guests: Emily Flippen, Maria Gallagher, Asit Sharma, Christine Porath Producer: Ricky Mulvey Engineer: Dan Boyd

Dr. Christine Porath is a tenured professor at Georgetown University's McDonough School of Business.  She's the author of three books: Mastering Community, Mastering Civility, and The Cost of Bad Behavior.

IN EPISODE 78: If we're more reachable than ever before, why do so many people feel isolated? And is the modern workplace increasing our happiness and belonging, or making us lonelier and more disconnected? Christine Porath has a message for our moment: Work needs to be a community where individuals share concern for one another. Through uniting people and sharing information, unleashing them with autonomy, creating a respectful environment, practicing radical candor, providing a sense of meaning, and boosting personal well-being, anyone can help a community truly flourish. ABOUT CHRISTINE PORATH: Dr. Christine Porath is a tenured professor of management at Georgetown University's McDonough School of Business. Her work and research has been featured in Harvard Business Review, the New York Times, the Wall Street Journal and other major media outlets. Christine is a two-time TED speaker, has worked with Google, the UN, the World Bank, Microsoft, and the Cleveland Clinic. Her latest book is Mastering Community: The Surprising Ways Coming Together Moves Us from Surviving to Thriving. RESOURCES: Website Books LinkedIn Twitter

Looking to get ahead in your career? Start by being respectful to your coworkers, says leadership researcher Christine Porath. In this science-backed talk, she shares surprising insights about the costs of rudeness and shows how little acts of respect can boost your professional success—and your company's bottom line.

Hey, have you subscribed to the bookmark newsletter? If you liked this, you might like my twice-monthly email with book reviews and ideas of what you should be reading, and listening to, next. Click here to subscribe. About the book Despite our deep desire to feel a sense of belonging, many of us feel isolated. The rise of technology and modern workplace practices have led people to be even more disconnected, even as we remain constantly contactable. And as our human interactions have decreased, so too have our happiness levels. This is sparking a crisis in mental health that will have repercussions for years, leaving people lonelier and organizations less productive and profitable, too. What Christine Porath has discovered in her research is that leaders, organizations, and managers of all stripes may recognize there is a cost but have few solutions for how to implement the cure: Community. Source: http://www.christineporath.com/books/ About the author Christine Porath is a tenured professor at Georgetown University's McDonough School of Business. She's the author of Mastering Civility: A Manifesto for the Workplace and co-author of The Cost of Bad Behavior. Christine is a frequent contributor to the Harvard Business Review, and has written articles for New York Times, Wall Street Journal, McKinsey Quarterly, and Washington Post. She frequently delivers talks and has taught in various Executive programs at Harvard, Georgetown, and USC. Prior to her position at Georgetown, she was a faculty member at University of Southern California's Marshall School of Business. Christine's work has been featured worldwide in over 1500 television, radio and print outlets. It has appeared on 20/20, Today, FoxNews, CNN, BBC, NBC, msnbc, CBS, ABC, and NPR. It has also been included in Time, the Wall Street Journal, the Financial Times, Fortune, Forbes, NY Times, The Washington Post, and L.A. Times. Source: http://www.christineporath.com/ Big idea #1 — Bring them together and let them go The first rule of community is bringing people together, which is probably comes as no surprise. Connecting and uniting people is the core of a community, that can be people on the same team, such as the Chicago Bulls, or disparate people who share a common ailment, as in the practice of shared medical appointments used in some medical institutes in the US. Unity has an exponential effect if it's done well, by positively impacting one person the whole community gets better. However, to truely realise the potential of a community you have to let go of them, let go of yourself, and let go of your ego. The founders of the 100,000 Homes Campaign found this when they discovered that a community group was using their manual, but they hadn't been through the 100,000 Homes official training. This group had got hold of the manual through another group who had been through the training. Now at first the 100,000 Homes team were a bit affronted, they thought that if these people hadn't been trained properly how could they have do the work? It's easy to let ego get in the way, but you can't get the scale and the impact if you stay too centralised and controlled. For a campaign like this, trying to get 100,000 people experiencing homelessness into homes and into stable living arrangements, they quickly realised that they were not going to do that on their own. What they instead decided to do was help empower other groups and set the principles and practices. What you need to do is have clear guidelines and guardrails on what matters, what you can do, what you can't do, and let people get on with it. Southwest Airlines do a really good job of this, they let their people make the best decisions for their customers by making it incredibly clear what's important. As a result you get amazing stories of the lengths that Southwest staff will go to for their customers. Big idea #2 — R.E.S.P.E.C.T. Respect is at the core of any community you're building. Without it, you won't have a healthy community. Christine takes this idea further with the behaviour of civility, which is to move culture forward in a more civil way. Civility happens throughout the life cycle; as you hire reward, promote, and train for civility. She says that civility boosts, trust, likeability, and perceived integrity. Some situations get to the stage where you just have to start again. There was an example of this in the book of a company called Traeger, led by Jeremy Andrus. When he joined Traeger the culture was toxic, at one point it became physically dangerous, this was the catalyst that something drastic had to change. After a number of months of trying to make some changes and coming up and getting more and more resistance because of what had come before, Jeremy decided to shut down the headquarters and move it to another state. This meant they let a lot of people go, but it also meant they could bring the right new people in to lead the company going forward. There was obviously a huge financial, emotional, and operational cost involved in doing that, but the results that the company achieved in the time that Jeremy was was CEO as a result of those changes were phenomenal. Big idea #3 — Your role As the world feels bigger and more complex, it's easy to dismiss our own roles in community and culture, because it feels so much bigger than just us.  But Christine says there's four things you can influence that will help you better contribute to a community.  Self-awareness: asking for some hard feedback, or getting some coaching that sheds light on some of your blindspots. Physical wellbeing: just moving our bodies and the getting all the physical and mental benefits of doing so will help you better contribute to your community. Recovery: making sure you're sleeping, getting enough rest, taking time off, and seeing this as an important part of your work. Mindset: adopting a growth or a positive mindset to overcome challenges, and also helping others do the same. Let's connect LinkedIn Instagram  See omnystudio.com/listener for privacy information.

It's not your imagination: rudeness appears to be on the rise. Witnessing rude behavior — whether it's coming from angry customers berating a store clerk or airline passengers getting into a fistfight — can have long-lasting effects on our minds. But behavioral scientist Christine Porath says there are ways to shield ourselves from the toxic effects of incivility. If you like this show, please check out our new podcast, My Unsung Hero! And if you'd like to support our work, you can do so at support.hiddenbrain.org.

On this episode, Andrew is joined by Christine Porath, author of Mastering Community: The Surprising Ways Coming Together Moves Us from Surviving to Thriving. Christine Porath is a tenured professor at Georgetown University's McDonough School of Business. She's the author of Mastering Civility: A Manifesto for the Workplace and co-author of The Cost of Bad Behavior. Christine is a frequent contributor to the Harvard Business Review, and has written articles for New York Times, Wall Street Journal, McKinsey Quarterly, and Washington Post. She frequently delivers talks and has taught in various Executive programs at Harvard, Georgetown, and USC. Prior to her position at Georgetown, she was a faculty member at University of Southern California's Marshall School of Business. Learn more about your ad choices. Visit megaphone.fm/adchoices

Christine Porath is an Associate Professor at Georgetown University's McDonough School of Business. She's the author of the bestseller Mastering Civility and co-author of The Cost of Bad Behavior. Her most recent book is Mastering Community: The Surprising Ways Coming Together Moves Us from Surviving to Thriving.In this episode, Stew talks with Christine about her research on the waning of community and the effective ways of reweaving the fabric that holds our society together. She describes contemporary examples from sports, business, health care, nonprofits and other organizations that illustrate what it takes to create and sustain communities in organizations and the many benefits that result. Stew and Christine get into how the principles – like building a genuine sense of unity while embracing differences in political, religious and other attitudes – play out in the new world of work and how they inform efforts to save the planet from disastrous climate change. Here then is an invitation for you, a challenge, after you've had a chance to listen to this episode. Is there an opportunity for you to take some action, within your power, to help people in your work life feel a greater sense of common humanity? Share your reactions and suggestions for future shows with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn. See acast.com/privacy for privacy and opt-out information.

Kelly welcomes back Georgetown professor Christine Porath to discuss her new book “Mastering Community: The Surprising Ways Coming Together Moves Us From Surviving to Thriving.” “Research shows that small daily interactions matter.” “Frame mistakes as just part of the game.” “Civility is a magnet.”

Christine Porath is a tenured professor at Georgetown University's McDonough School of Business. She's the author of Mastering Community, Mastering Civility, and co-author of The Cost of Bad Behavior. Her speaking and consulting clients include Google, United Nations, World Bank, Microsoft, Genentech, Marriott, World Health Organization, and Cleveland Clinic. She has written for the Harvard Business Review, the New York Times, and the Wall Street Journal. She received her BA from College of the Holy Cross, where she was a member of the women's basketball and soccer teams, and her PhD from Kenan-Flagler Business School at the University of North Carolina at Chapel Hill. Porath worked for International Management Group (IMG), a leading sports management firm.

On the radio the other day, I heard something that I can't forget: “If you're unhappy with the state of the world, your country or your community, it is one of the greatest expressions of privilege to be able to say, ‘It's too hard; I'll opt out. I hope somebody else sorts this out for me.'' When I heard it, I was provoked and irritated, but also encouraged. Now, I'm really thinking hard about what it means for me to be an active part of my community - I think the times are demanding that of me. How about you?  Christine Porath is a professor at Georgetown University McDonough School of Business. Previously, she wrote a book called Mastering Civility, and her new book is Mastering Community. She has written for Harvard Business Review, The New York Times, Wall Street Journal, and more; but if she had her way when she was young, she would have been a sports star. The reason for her shift in career might surprise you. Get‌ ‌book‌ ‌links‌ ‌and‌ ‌resources‌ ‌at‌ https://www.mbs.works/2-pages-podcast/  Christine reads two pages from ‘Man's Search For Meaning' by Viktor Frankl. [reading begins at 16:10] Hear us discuss:  How to be a force for good. [23:50] | What it takes to master community: “We're very quick to point the finger at others.” [31:22] | Developing a good sense of self-awareness: “Sitting down and asking people what you need to work on is helpful.” [34:17] | “Do your best to be the example of change that you want to see.” [38:17]

This week Rachel would rather be reading about how to become a better leader through digging into community. Mastering Community: The Surprising Ways Coming Together Moves Us from Surviving to Thriving by Christine Porath

Christine Porath is a tenured professor at Georgetown University's McDonough School of Business. She's the author of Mastering Civility: A Manifesto for the Workplace and her latest, Mastering Community: The Surprising Ways Coming Together Moves Us from Surviving to Thriving. In this episode, Christine discusses "Mastering Community" and shares some insights of her research including stories about Marriott, Ubuntu, Doc Rivers and the Boston Celtics, and more. If you want to learn about the importance of care, culture, and self-awareness when it comes to communities, check out our conversation.

How do you avoid the stress and burnout from too much collaboration?

"In his defining work on emotional intelligence, bestselling author Daniel Goleman found that it is twice as important as other competencies in determining outstanding leadership. If you read nothing else on emotional intelligence, read these 10 articles by experts in the field. We've combed through hundreds of articles in the Harvard Business Review archive and selected the most important ones to help you boost your emotional skills—and your professional success. This book will inspire you to: Monitor and channel your moods and emotions Make smart, empathetic people decisions Manage conflict and regulate emotions within your team React to tough situations with resilience Better understand your strengths, weaknesses, needs, values, and goals Develop emotional agility This collection of articles includes: “What Makes a Leader” by Daniel Goleman, “Primal Leadership: The Hidden Driver of Great Performance” by Daniel Goleman, Richard Boyatzis, and Annie McKee, “Why It's So Hard to Be Fair” by Joel Brockner, “Why Good Leaders Make Bad Decisions” by Andrew Campbell, Jo Whitehead, and Sydney Finkelstein, “Building the Emotional Intelligence of Groups” by Vanessa Urch Druskat and Steve B. Wolff, “The Price of Incivility: Lack of Respect Hurts Morale—and the Bottom Line” by Christine Porath and Christine Pearson, “How Resilience Works” by Diane Coutu, “Emotional Agility: How Effective Leaders Manage Their Negative Thoughts and Feelings” by Susan David and Christina Congleton, “Fear of Feedback” by Jay M. Jackman and Myra H. Strober, and “The Young and the Clueless” by Kerry A. Bunker, Kathy E. Kram, and Sharon Ting."///(For Educational Purposes Only. The Creators own their content and music.)

My guest this week is Christine Porath. Christine is an author, speaker and tenured professor at Georgetown's McDonough School of Business. She has written two books MASTERING CIVILITY A MANIFESTO FOR THE WORKPLACE and THE COST OF BAD BEHAVIOR - HOW INCIVILITY IS DAMAGING YOUR BUSINESS AND WHAT TO DO ABOUT IT Christine writes primarily about workplace culture, specifically Civility in the work place. You will love this conversation. We talk about lacking self-awareness, ways to deal with a boss who is not the easiest to work for (or is simply just a jerk), the 6 ways to create an environement of health in your program or oganization,  and much much more. You can find Christine at  http://www.christineporath.com.

Whether they are academics, designers, medical professionals, or anything in between, our guests are leaders in their fields whose expertise goes beyond their TED and TEDx talks. Unsurprisingly, they've garnered wisdom on how to navigate or forge a successful career. In today's episode, organizational psychologist David Burkus, management professor Christine Porath, and Hollywood executive Franklin Leonard share powerful ideas and accessible strategies for anyone looking for thoughtful career advice.

Have you ever had a rude co-worker or boss — or have you ever been told that the “jerk” is you? Today's guest, Christine Porath, researches incivility in the workplace. She's found that if you want to have a thriving business full of happy and talented employees, there is no room for any kind of disrespect. In this episode, she shares insights from her research and suggests ways anyone—bosses, managers, and employees alike—can up the civility at work. Christine teaches at Georgetown University's McDonough School of Business and is the author of “Mastering Civility: A Manifesto for the Workplace” and co-author of “The Cost of Bad Behavior: How Incivility is Damaging Your Business and What to Do About It”. She has written for the Harvard Business Review, the New York Times, the Wall Street Journal, McKinsey Quarterly and the Washington Post. Her new book, “Mastering Community” is forthcoming (Grand Central Publishing, 2022). To learn more about "How to Be a Better Human," host Chris Duffy, or find footnotes and additional resources, please visit: go.ted.com/betterhuman

During December and January we are replaying some of our most popular episodes from previous years. This episode is from 30th November 2019 and is titled Can't We All Just Get Along?   Summary   Our workplaces can easily move towards what researchers call incivility. So what are the benefits of being nice to one another, and what can we do as leaders to get there?    Transcript   Hello and welcome to episode 62 of the Leadership Today podcast where each week we tackle one of today’s biggest leadership challenges. This week we explore why being nice to one another is so important for business performance. I was working with a client recently and discussing their culture. He said “as a psychologist you have the opportunity to work with lots of different organisations - I bet you walk in and get a pretty quick sense of the mood and culture”. It’s true - I find it easy to gain a quick read on the mood and culture of an organisation. Compare these two workplaces I recently visited. In one organisation I noticed people frowning, staring at screens, no conversation or laughter, and lots of sighs. In another the atmosphere was bordering on joyful - people warmly greeting one other, big smiles, people saying “hello” to me as I walked past even though they had no idea who I was. It was hard in the first organisation not to be dragged down, and it was equally hard in the second organisation not to be lifted up.  But it’s not like being able to read the mood and culture of a workplace is some special power granted only to psychologists and consultants. It’s a special power we all have that comes with being human. We all read a room quickly at a subconscious level. However we become familiar and used to the rooms where we spend the most time. The cultural quirks that hit us on day one at a new organisation fade by month three. We rapidly soak up the standards we see around us. We quickly understand what’s tolerated and what isn’t. If the culture is great, then that’s fantastic - we absorb it and maybe even become a better person. But if the culture is toxic, even the best of us will either lower our standards to fit in, or exit stage right to another organisation.  In some workplaces people aren’t very nice to each other. It might be that most people are 5 to 10 minutes late to meetings, setup their laptops and just continue their work. They interrupt others, they talk to the person next to them while someone else is presenting. They make demands of their colleagues in other departments. They gossip and spread rumours. Before you know it, the place quickly becomes toxic. This is so common that some researchers specialise in looking at what they call incivility. Perhaps the best known researcher in the field is Christine Porath. Her TED talk “Why being respectful to your coworkers is good for business” has racked up over 2.5 million views. As people rightly note in the comments below her video, do we really need a TED talk to convince people to be nice to each other? Apparently we do. Her research demonstrates that incivility lead to 66% of people cutting back their efforts, 80% of people being distracted from their work, and 12% of people leaving their job. In a laboratory study where people witnessed a fellow participant, who was actually setup, being berated for being late, there was a 25% reduction in performance, and 45% fewer ideas generated by the group. Christine argues that incivility is like a virus that we can catch and transmit. As a result people operate out of fear and try to remain invisible. Innovation plummets - after all, why would you risk sharing a new idea when people aren’t being nice to each other? So why do people end up being mean, unthoughtful, rude, aggressive or passive aggressive towards each other? Here are some reasons that I’ve observed: It works - taking on an aggressive, belittling style may, in the short term, help people to get things done, particularly where there is a lack of clarity and standards. Feedback free environment - people may not actually recognise what they’re doing, or at least the impact that it is having on others. Excessive stress - people are unlikely to be on their best behaviour where they are experiencing high levels of stress. Role models - in some organisations, taking on an aggressive style is modelled and rewarded by more senior leaders. We can change this. An example Christine shares is a health organisation where they introduced what they called the 10-5 way. The guidance they gave to staff was to make eye contact and smile when they were within 10 feet of another person, and to say ‘hello’ when they were within 5 feet of another person. That sounds incredibly prescriptive and it’s hard to believe it worked, but they saw both patient satisfaction and referrals increase. As we raise our kindness towards others, we’re more likely to be seen as leaders, and we’re more likely to produce better results. This aligns with a wealth of research that shows people are much more effective when they’re in a positive mood, versus being neutral or negative in their mood. As a leader I suggest the following: Role model being nice towards others. Civility is contagious. You see it when a positive team member enters the room - they lift the mood, people start smiling and laughing, there’s a sense of energy. It really doesn’t take many people to change the culture, and leaders are the ones people look towards to set the emotional tone. Connect with others. Take the time to understand the day to day work and experiences of those within your organisation. You might be surprised at some of the frustrations and obstacles they face, and how easy it may be for you in a position of leadership to remove these. Help others to connect. It’s really difficult to bully people that you know, like and respect. It’s also really hard to bully someone that has strong connections with their colleagues - the weight of numbers makes the bully the odd one out.  Look after yourself, and help others to do the same. Think about activities you can encourage that focus on the classic wellbeing areas of exercise, diet and sleep.  So let’s think this week about ways we can encourage others and lift them up. The relatively small acts that we take as leaders on a daily basis can have a huge impact on those we lead and the cultures we create. I have included links to Christine Porath’s TED talk and book in the show notes - make sure you check them out. And for those listening in the United States, a big Thanksgiving holiday greeting for the week that has just passed. I trust it has been a great time to connect with family and friends to reflect on all the great things we have in our lives that we so easily take for granted. Have a great week.   References Christine Porath’s TED Talk - Why being respectful to your coworkers is good for business. https://www.youtube.com/watch?v=YY1ERM-NIBY   Christine Porath (2016) Mastering Civility: A Manifesto for the Workplace https://www.amazon.com/Mastering-Civility-Manifesto-Christine-Porath/dp/1455568988/  

How to thrive in a turbulent world featuring Christine Porath, the author of the Mastering Civility. I primarily work with corporate executives, but I also have a passion for personal leadership. I’ve started these Personal Leadership MindEspressos from people I’ve interviewed. Here is our podcast: https://lnkd.in/etAsTZ3 You can follow these MindEspressos on ITunes here: https://lnkd.in/dMzitK5.

Bullying doesn’t just happen in the schoolyard — it can happen anywhere, even in the workplace. Workplace bullying and harassment can adversely affect an employee's health, career and performance. Overcoming bullying should never be the victim’s burden; thus, knowing how to support victims may alleviate the situation.In this episode, Rachel chat’s with Dr Adam Harrison, a general practitioner, medical leader, and barrister, shares his experience as a victim of bullying and how he conquered his fear of bullies . He also talks about the ‘bystander effect’ and how you can support victims of workplace bullying to combat this issue.Tune in to the full episode to understand workplace bullying and the ways to overcome it.Here are three reasons why you should listen to the full episode:Find out how humiliation and bullying affect the professionals who experience itDiscover how to be resilient in the face of workplace bullying.Learn how to settle cases of workplace bullying.ResourcesThe Real Price of Incivility by Chris WhiteheadThe Price of Incivility by Christine Porath and Christine PearsonGoogle’s Search Inside Yourself Leadership InstituteThe Five Dysfunctions of a Team by Patrick LencioniDealing with—or Reporting—“Unacceptable” Behavior by Mary Rowe, Linda Wilcox and Howard GadlinEpisode HighlightsBullying in the Medical FieldAdam shares stories about a medical student being humiliated by a consultant and his own experience being bullied.He has a list of eight things that stuck with him after that experience.Traditional medical training may be the problem because historically, it has been based on behaviours that can be seen as bullying.Adam’s 3 Tips to Combat Workplace Bullying and HarassmentTry to de-personalize the situation.Find support within the team.Learn to become more assertive and influential so that you can confront your bully and persuade them to stop.Podcast linksCheck out our Black Friday Offer for the Resilient Team Academy here Sign up here to receive a link to the episode workbook and CPD form downloads for each podcast which you can use for reflection and to submit for your appraisal. You can also join the Shapes Collective Facebook group where we chat about the hot topics and regularly post interesting articlesContact RachelLinkedIn @Dr-Rachel-lMorris Twitter @DrRachelMorrisrachel@wildmonday.co.ukFind out more about our training here Support the show (https://youarenotafrog.com)

What happens when your workplace is exposed to incivility? What should you do if you are the target of this hostility and aggression? Tune in to this episode of the Talent Angle to hear Christine Porath, Professor at Georgetown University's McDonough School of Business, teach you how to navigate incivility in the workplace and enhance your own influence and effectiveness through simple acts of civility and respect.  Christine Porath is a tenured professor at Georgetown University’s McDonough School of Business. She’s the author of Mastering Civility: A Manifesto for the Workplace and co-author of The Cost of Bad Behavior. Christine is a frequent contributor to the Harvard Business Review, and has written articles for New York Times, Wall Street Journal, McKinsey Quarterly, and Washington Post. She frequently delivers talks and has taught in various Executive programs at Harvard, Georgetown, and USC. Prior to her position at Georgetown, she was a faculty member at University of Southern California’s Marshall School of Business. This spotlight is an excerpt from our 2019 interview with Christine Porath.

Summary We would all hope that going good for others helps to create more positive work places. Recent research highlights the contagious nature of kind acts at work.   Transcript Hello and welcome to episode 80 of the Leadership Today podcast where each week we tackle one of today’s biggest leadership challenges. This week we look at the surprising benefits of doing good. We would all hope that doing good for others helps to create more positive workplaces. But doing good can become scarce when people are under pressure.  Let’s start with the flip side to doing good. In episode 62 I shared Christine Porath’s work on incivility in the workplace highlighting the negative impact on work effort, quality and performance which also tends to flow on to treatment of customers.  Whether it’s losing your temper, being rude, withholding information, running down someone’s reputation, or sabotaging a piece of work, it’s easy to see how incivility is so damaging in the workplace. So organisations have made a real effort to reduce these sorts of negative behaviours. All those efforts, at best, take us back to a neutral position where people aren’t being actively negative towards others. But it’s really difficult to be neutral towards other people. We tend to be either positive or negative in our impact during our interactions with those around us. Each of the world’s major religions have a variation of the golden rule - treat others as you would like them to treat you. In Judaism it’s expressed as loving your neighbour as yourself, words that Jesus restates during the early foundations of Christianity. From that perspective, the golden rule is not just a minimum standard, but a call to be kind and good to others. I know you’re already thanking me for the first year philosophy and ethics lecture so let’s take a deeper look at the research around doing good at work, or what researchers typically call pro-social behaviour. A just released research review from The University of Texas demonstrates that cooperative behaviour is contagious. When people see someone perform an act of kindness, they in turn are more likely to be kind. And the effect wasn’t just about being on the receiving end of the positive act. In fact, the motivation to be kind was strongest when the kind act was witnessed, rather than when it was personally received. That’s right - you’re more likely to be kind to others when you see someone being kind, rather than being on the receiving end of kindness. Another study undertaken in the workplace included participants who were asked to perform acts of kindness for their colleagues. The impact of these kind actions were noticed by others, leading to greater perceived levels of autonomy and higher ratings of happiness. The study even found the old adage to be true - that it’s better to give than receive. Those undertaking acts of kindness rated their life satisfaction and job satisfaction higher a full month after the intervention finished. Those on the receiving end of kind acts also tended to pay that kindness forward to others. So the research is pretty clear - if you want to increase the amount of good in your workplace, share examples of people being good towards others. This role-modelling is particularly powerful when it comes from leaders. In a large organisation where I used to work, there was an executive elevator that ran express from the executive car park up to the executive floor. The most senior people could make their way through an entire day without ever seeing anyone that wasn’t an executive. The CEO at the time made a conscious effort to take the elevator from the car park to the ground floor, get out, and then catch the regular elevator with everyone else. He would ask for people’s names and engage in conversation. That simple act probably cost him 10 minutes a day, but it role-modelled that under his leadership anyone could talk to anyone. The message was clear - if the CEO makes an effort to engage with frontline staff, then maybe I should do the same. So what can you do as a leader to boost the amount of good in your workplace? Here are some ideas: Be kind to others - it will benefit them and you, and it is also likely to be contagious Recruit others to also be kind to others - find some peers who are willing to join you in doing good Share examples of kind acts - this will motivate others to be kind themselves As always, I hope you found this episode helpful. Can you believe it, we’re up to episode 80 so remember we’ve got a whole back catalogue of research and advice in episodes like this. Just go to the leadership.today website to track those down. I look forward to speaking with you again next week.   References Haesung Jung, Eunjin Seo, Eunjoo Han, Marlone D. Henderson, Erika A. Patall. Prosocial modeling: A meta-analytic review and synthesis.. Psychological Bulletin, 2020; DOI: 10.1037/bul0000235 Chancellor, J., Margolis, S., Jacobs Bao, K., & Lyubomirsky, S. (2018). Everyday prosociality in the workplace: The reinforcing benefits of giving, getting, and glimpsing. Emotion, 18(4), 507–517. https://doi.org/10.1037/emo0000321

On today's episode of the Dynamic Leaders Podcast, Colin is joined by Tessa Felix. Tessa is the Culture, HR, and Operations Lead at PWL Capital in Ottawa, Canada. Tessa is also a former student-athlete, competing in volleyball at Saint Mary's University. Tessa is passionate about team performance and is always looking for innovative ways to improve employee engagement and happiness. Topics include: How her ADHD and dyslexia diagnoses helped her become a better learner, transitioning out of her identity as just a volleyball player into what she is today, what is ego and how we can use it for good, and how to eliminate emotional waste in the workplace. Follow Tessa: PWL Website: https://www.pwlcapital.com/ LinkedIn: https://www.linkedin.com/in/tessa-felix-91696792/ Heard on the pod: Mastering Civility by Christine Porath: http://www.christineporath.com/books/ Atomic Habits by James Clear: https://jamesclear.com/atomic-habits Drive by Daniel Pink: https://www.danpink.com/drive./ Radical Candor by Kim Scott: https://www.radicalcandor.com/the-book/ ------- Take the Podcast Listener Survey and help us continue to improve the show! https://docs.google.com/forms/d/e/1FAIpQLSeF4lX1H6S4g2ar4zwrPBiX7U7XgPTSUEuX5t356PVtfx913Q/viewform?usp=sf_link ------- **MAILBAG** Shoot your questions over to colin@talent409.com ------- At the Talent 409 Leadership Academy, we guide women in sports to discover their Talent Altitude and increase their opportunities to be in positions of influence. Find more information: www.talent409.com Facebook, Instagram and LinkedIn: @talent409 Twitter: @DynamicLeadPod Instagram: @dynamicleaders_409 ------- The show is sponsored by Sweat with Stodds. Sweat with Stodds offers a number of different options to get you on a path to improve your fitness future; everything from fitness, nutrition, and simple healthy habits. Head over to sweatwithstodds.com right now, and if you buy a program, enter the code DYNAMIC at checkout to receive a discount for being a loyal podcast listener. 

Incivility (EPS 150): Frank Agin, founder and president of AmSpirit Business Connections and host of Networking Rx, discusses a TEDx program delivered by professor and author Christine Porath on the impact that disrespectful and rude behavior has on our lives. For more information on AmSpirit Business Connections and its franchise opportunity program, contact Frank Agin at frankagin@amspirit.com or visit http://www.amspirit.com/franchise.php.

Connecting with Coworkers (0:00:00) Do you feel like you have friends at work? Do you feel comfortable connecting with your co-workers? There might be something missing in your work place if you aren't. We're naturally wired for connection, but in some office and workplace settings we forget this, letting work take the top priority while connection and joy take the back seat. So what can we do to foster connection with our co-workers? Here to talk us through it is Melanie Katzman, author of Connect First. Jeffersonian Dinners (0:15:38) Have you ever been invited to a Jeffersonian Dinner? Some of you might be nodding your head—while others may have no idea what I'm talking about. So, take a step back in time with us to Thomas Jefferson's famous Monticello home in the green hills of Virginia, for a dinner party unlike any other. Joining us to tell us more about these unique parties and how you might go about hosting your own is Taylor Buonocore Guthrie, co-creator of Convers(ate) dinner cards and Jeffersonian Dinner host and facilitator. Respecting Coworkers (0:31:31) Dealing with difficult colleagues in the workplace can be challenging. It's hard to continue putting forth your best effort when you feel unappreciated or put down. These types of problems need to be addressed so that everyone can continue to progress. Christine Porath is with us to tell us why a civil environment is necessary for a successful workplace. Christine is an author and a tenured professor at Georgetown University.  Ignoring the Bad Stuff (0:49:20) Another negative story about abuse is making headlines . . . You avoid it. You just DON'T WANT TO KNOW. People stop keeping up with the news because it's so depressing, but former detective, Carol Jean Wilson, says, “The world is not perfect and people would rather ignore the deplorable side of society than talk about it...When we ignore it, the bad stuff doesn't go away and the ‘I don't want to know' mindset creates feelings of shame for victims that had to experience it...We must work together to make it safe for anyone to speak up about abuse and the effects of it.”Carol Jean Wilson, former Lieutenant and Detective with over 15 years of experience in law enforcement, is author of the new book, Prove Them Wrong!, which details her story of triumph over tragedy. She has some great insight on what happens when we ignore “the bad stuff.”  Prepping Cars for Winter (1:04:29) Driving in the winter can either be a nightmare or no big deal at all, but it's all up to you and how you prepare your car for the conditions. Jamie Deaton, the executive editor of U.S News Best Cars, joins us to share how we can be safe and prepared for driving in the snow. Zoe Empowers (1:20:44) Did you know that currently there are 385 million children living in extreme poverty according to the United Nations Children's Fund? That suggests these children will live on charity for the rest of their lives. Zoe Empowers is seeking to end these statistics and give them a way out by creating a 3-year community based, indigenous-led program empowering orphans and children in extreme poverty to be self-sufficient in every area of life. The CEO of Zoe Empowers, Reverend Gaston Warner, joins us to discuss this program.

Melanie Katzman talks about being friends with coworkers, Taylor Guthrie tells us about a new dinner party trend, Christine Porath talks about respecting our coworkers, Carol Jean shares how to focus on the good stuff, Jamie Deaton helps us prepare our cars for winter, Gaston Warner tells us what one organization is doing to help orphans.

In our second episode, our host Christine Porath leads a group discussion on how to create productive partnerships in the workspace between employees and the Human Resources function to drive successful outcomes, boost productivity, and improve overall quality of life for the person with MS and/or their caregiver.

Summary Our workplaces can easily move towards what researchers call incivility. So what are the benefits of being nice to one another, and what can we do as leaders to get there? Transcript Hello and welcome to episode 62 of the Leadership Today podcast where each week we tackle one of today’s biggest leadership challenges. This week we explore why being nice to one another is so important for business performance. I was working with a client recently and discussing their culture. He said “as a psychologist you have the opportunity to work with lots of different organisations - I bet you walk in and get a pretty quick sense of the mood and culture”. It’s true - I find it easy to gain a quick read on the mood and culture of an organisation. Compare these two workplaces I recently visited. In one organisation I noticed people frowning, staring at screens, no conversation or laughter, and lots of sighs. In another the atmosphere was bordering on joyful - people warmly greeting one other, big smiles, people saying “hello” to me as I walked past even though they had no idea who I was. It was hard in the first organisation not to be dragged down, and it was equally hard in the second organisation not to be lifted up. But it’s not like being able to read the mood and culture of a workplace is some special power granted only to psychologists and consultants. It’s a special power we all have that comes with being human. We all read a room quickly at a subconscious level. However we become familiar and used to the rooms where we spend the most time. The cultural quirks that hit us on day one at a new organisation fade by month three. We rapidly soak up the standards we see around us. We quickly understand what’s tolerated and what isn’t. If the culture is great, then that’s fantastic - we absorb it and maybe even become a better person. But if the culture is toxic, even the best of us will either lower our standards to fit in, or exit stage right to another organisation. In some workplaces people aren’t very nice to each other. It might be that most people are 5 to 10 minutes late to meetings, setup their laptops and just continue their work. They interrupt others, they talk to the person next to them while someone else is presenting. They make demands of their colleagues in other departments. They gossip and spread rumours. Before you know it, the place quickly becomes toxic. This is so common that some researchers specialise in looking at what they call incivility. Perhaps the best known researcher in the field is Christine Porath. Her TED talk “Why being respectful to your coworkers is good for business” has racked up over 2.5 million views. As people rightly note in the comments below her video, do we really need a TED talk to convince people to be nice to each other? Apparently we do. Her research demonstrates that incivility lead to 66% of people cutting back their efforts, 80% of people being distracted from their work, and 12% of people leaving their job. In a laboratory study where people witnessed a fellow participant, who was actually setup, being berated for being late, there was a 25% reduction in performance, and 45% fewer ideas generated by the group. Christine argues that incivility is like a virus that we can catch and transmit. As a result people operate out of fear and try to remain invisible. Innovation plummets - after all, why would you risk sharing a new idea when people aren’t being nice to each other? So why do people end up being mean, unthoughtful, rude, aggressive or passive aggressive towards each other? Here are some reasons that I’ve observed: 1. It works - taking on an aggressive, belittling style may, in the short term, help people to get things done, particularly where there is a lack of clarity and standards. 2. Feedback free environment - people may not actually recognise what they’re doing, or at least the impact that it is having on others. 3. Excessive stress - people are unlikely to be on their best behaviour where they are experiencing high levels of stress. 4. Role models - in some organisations, taking on an aggressive style is modelled and rewarded by more senior leaders. We can change this. An example Christine shares is a health organisation where they introduced what they called the 10-5 way. The guidance they gave to staff was to make eye contact and smile when they were within 10 feet of another person, and to say ‘hello’ when they were within 5 feet of another person. That sounds incredibly prescriptive and it’s hard to believe it worked, but they saw both patient satisfaction and referrals increase. As we raise our kindness towards others, we’re more likely to be seen as leaders, and we’re more likely to produce better results. This aligns with a wealth of research that shows people are much more effective when they’re in a positive mood, versus being neutral or negative in their mood. As a leader I suggest the following: 1. Role model being nice towards others. Civility is contagious. You see it when a positive team member enters the room - they lift the mood, people start smiling and laughing, there’s a sense of energy. It really doesn’t take many people to change the culture, and leaders are the ones people look towards to set the emotional tone. 2. Connect with others. Take the time to understand the day to day work and experiences of those within your organisation. You might be surprised at some of the frustrations and obstacles they face, and how easy it may be for you in a position of leadership to remove these. 3. Help others to connect. It’s really difficult to bully people that you know, like and respect. It’s also really hard to bully someone that has strong connections with their colleagues - the weight of numbers makes the bully the odd one out. 4. Look after yourself, and help others to do the same. Think about activities you can encourage that focus on the classic wellbeing areas of exercise, diet and sleep. So let’s think this week about ways we can encourage others and lift them up. The relatively small acts that we take as leaders on a daily basis can have a huge impact on those we lead and the cultures we create. I have included links to Christine Porath’s TED talk and book in the show notes - make sure you check them out. And for those listening in the United States, a big Thanksgiving holiday greeting for the week that has just passed. I trust it has been a great time to connect with family and friends to reflect on all the great things we have in our lives that we so easily take for granted. Have a great week. References Christine Porath’s TED Talk - Why being respectful to your coworkers is good for business. https://www.youtube.com/watch?v=YY1ERM-NIBY Christine Porath (2016) Mastering Civility: A Manifesto for the Workplace https://www.amazon.com/Mastering-Civility-Manifesto-Christine-Porath/dp/1455568988/

In Episode 1, our host Christine Porath explores the impact of MS on various aspects of workplace productivity with Gina Murdoch–President and CEO of the Multiple Sclerosis Association of America. The discussion demonstrates how simple it can be to work together to provide valued employees with MS the resources they need to continue to do their jobs effectively. Tune in to get the tools and resources your organization can use to ensure you're implementing best practices when it comes to MS in the workspace.

For Christine Porath, meditation was one way of coping with a toxic work environment. Her own experience, paired with watching her father suffer a serious health scare tied to his own harmful workplace atmosphere, led to her interest in researching civility in the workplace. She shares with us her findings, such as how working with uncivil co-workers can drive down morale as well as performance, and she presents data on the real-world financial consequences of incivility in the workplace. Porath is the author of "Mastering Civility: A Manifesto for the Workplace" and co-author of "The Cost of Bad Behavior." Plug Zone Website: http://www.christineporath.com/ Books: https://www.amazon.com/Christine-Porath/e/B01NCOGEER%3Fref=dbs_a_mng_rwt_scns_share Twitter: @PorathC Ted Talk: https://www.ted.com/talks/christine_porath_why_being_nice_to_your_coworkers_is_good_for_business ***VOICEMAILS*** Have a question for Dan? Leave us a voicemail: 646-883-8326

Boss positions over others are often the last refuge of insecure people.  They are like little Napoleons, bossing everyone around, flaunting their status power.  They don't have great personal ability but they do have authority and they like to use it. They have worked out that fear is a great tool to use on others to keep themselves in control of the work situation.  This is a flawed model and the opportunity costs of having these people in charge are huge.  Motivation, engagement, innovation plummet under these types of leaders.  Surely we can do better than this in the twenty first century?  Welcome back to this weekly edition every Tuesday of "THE Cutting Edge Japan Business Show" I am your host Dr. Greg Story, President of Dale Carnegie Training Japan and best selling author of Japan Sales Mastery. We are bringing the show to you from our High Performance Center in Akasaka in Minato-ku, the business center of Tokyo. Why the Cutting Edge?  In this show, we are looking at the critical areas for success in business in Japan.  We want to help advance everyone's thinking so that we be at the forefront, the Cutting Edge, of how to flourish here in this market.   Before we get into this week's topic, here is what caught my attention lately.  Eighty four percent of Japanese hold positive views about receiving nursing care from robots according to a survey by Orix Living.  Most respondents see robots as serving to alleviate burdens on care receivers and care givers.  The survey found  eighty  four  percent of men want to care for their wives and only  sixty  six percent  of women said they want to care for their husbands.  In other news, the rise of the single or ohitorisama phenomenon has led to some changes in retail business in Japan.  In 1980 in Japan, only  one  in  fifty  men had never been married by the age of  fifty and only  one  in  twenty  two for  women. That ratio is now one  in  four  for  men and one  in  seven  for  women. With more than  thirty  percent  of households containing just one person this makes for an attractive solo market. Many are craving more “me time” in this fast paced , interconnected and workaholic society.  Surveys show Japanese consumers rate quality time alone above hours spent with family and friends.  In this social media infested, interconnected, totally “always on” world, some people feel fatigued and want relief from contact with others. Karaoke chains realised around six years ago that there were customers who came by themselves and so created One Kara, that is a tiny booths for solo singers.  Some Cinemas now offer seats with partitions and theme parks let singles jump the line at certain rides.  Grocery stores sell items aimed at single diners and travel agents are catering to solo travelers.Finally, there have been some innovative developments in Japanese agriculture.  Spread company has opened up its second vertical farm producing leaf vegetables. It is getting closer to having such low cost production it can compete with traditional farms on a large scale. In Keihanna Science City it will launch Techno Farm its second facility and grow thirty thousand heads of lettuce a day on racks, under custom designed lights using light emitting diodes.  A sealed room protects the vegetables from pests, disease and dirt.  Temperature and humidity are optimized to speed growth of the greens, which are fed, tended and harvested by robots.  Spread President Shinji Inada said, “Our system can produce a stable amount of vegetables of a good quality for sale at a fixed price throughout the year, without using pesticides and with no influence from weather”.  Spread sells lettuce about  twenty  to  thirty percent  above normal lettuce  prices but consumers see these pesticide free products as an alternative to more expensive organics foods.  Climate change is making the weather more unpredictable and this makes Techo Farm's consistent availability attractive.  Inada plans to export his farming system to  one  hundred countries worldwide,  “We are targeting countries where fresh vegetables cannot be produced because of scarce water, extremely low temperatures or other natural conditions”.   This is episode number fifty seven and we are talking about Nice Or Nasty Bosses     Soredewa ikimasho, so let's get going.The New York Times carried an article about the growth of rudeness and bad behaviour at work over the last twenty years.  Christine Porath, the article author, noted, “How we treat one another at work matters.  Insensitive interactions have a way of whittling away at people's health, performance and soul”.  These interactions release hormones called   glucocorticoids leading to potential health problems.    The more interesting part of the research on this topic looked at why we are uncivil and more than half said they felt overloaded with their work and 40% said they have no time to be nice.  Nearly half linked career progression to using their position power and being nice was seen as weak. Bosses attitudes were enlightening. Twenty-five percent believe they will be less leader-like if they are nice at work.  Nearly 40% feared they would be taken advantage of, if they weren't projecting a tough manner.    There seems to be no shortage of bosses who can only muster position power, know it and so exploit it to the full, because they are so insecure.  Strip away their titles and they are total nobodies.  The way people become the boss is part of the issue.  The individual who can succeed and be accountable in their own little world is promoted to be in charge of others who are nothing like them.  They find that the skills that got them selected as leader is not what they need to be a real leader.  Their fall back strategy is to use their position power and lord it over their underlings, driving them forward through fear.   Ironically, the Center For Creative Leadership found the number one characteristic associated with senior executives failure was their insensitive, abrasive or bullying style.  So we are left with a bunch of wannabe Napoleons, bossing us around and going nowhere in their careers.   What are we looking for in business?  We want our people to come up with great ideas, innovations and creative solutions.  Some mini-me Napoleon type is not going to command anything more than compliance and so the innovation capacity of the organization is hamstrung.  In this fast paced competitive world of doing more, faster with less, this is a big opportunity cost.  From our own research on what engages employees to make the discretionary effort to go above and beyond, we found that feeling valued was the critical trigger.    If the mentality is to beat people up to let them know who is the boss, then the “I feel valued” trigger never gets pulled, the ideas do not flow, the cooperation doesn't happen and the information is not passed on when you need it.  Find out more when we come back from the break   Welcome backWe want leverage, a next generation of leaders to be developed who can move the organisation forward.  Youthful tolerance for bad boss behavior is very low and they simply vote with their feet and go across to the competition.    Bosses need to become better time managers, so they are in better control of their emotions.  When you are disorganized you become stressed and you spread your stress to all of those around you.  Bosses need to be trained in how to smile when they interact with their staff. Sounds simplistic but there is whole raft of things going on in the background for that to happen and they are all good.  We want the bosses to be better in communication.  Explaining the why and not just the what or the how.  By the way, rather than pontificating, we want to use the Socratic method of asking questions, which lead the staff member to their own discoveries of the why.  This is how we get ownership of the ideas and the commitment to follow through with them.    We want them to praise people in a smart way.  Tell the staff member what they specifically did well, link this to the bigger picture, reinforce that they should keep doing it and thank them.  We want coaching that is not critique based around past mistakes but forward looking – what they did that was good, how they could do it even better the next time. And how that will positively impact the business.   Building a positive, supportive workplace must be the boss's focus, if the organization wants to succeed through its people.  We start with attitudinal change leading to behaviour change, producing performance change.   As mentioned, we know from our research that staff engagement requires three conditions and a trigger.  The three conditions are the current relationship with the boss – an obvious one. The other two are the belief by staff that the direction senior management are taking the company is the right one.  This implies they actually know what the direction is.  Lastly, the feeling of pride in the organisation.  This also sounds obvious, but the survey results refer to the “organisation” not just insular pride in their siloed “division”, within the organisation. Getting internal cooperation across silos is always a challenge in big organizations.    The engagement trigger is the feeling that the boss cares about the staff and they feel valued.  They know they are valued because the boss tells them so directly.  Engagement matters.  Innovation is only interesting to staff who care about the company.  If you are not engaged, you don't care if the operation is running more effectively or about finding new ways of doing things. These staff haven't signed on for the old way of doing things yet.  Innovation is going to be the differentiator, so the key step before that, is getting people to feel high levels of engagement.  The boss role here is critical and are the bosses in your organization ready for this crucial role they must play?   THE Cutting Edge Japan Business Show is here to help you succeed in Japan.  Subscribe on YouTube, share it with your family, friends and colleagues, become a regular. Thank you for watching this episode and remember to hit the subscribe button. Our website details are on screen now, enjapan.dalecarnegie.com, it is awesome value, so check it out. In episode seventy we are talking about Get Your Presentation Rhythm Going. Find out more about that next week. So Yoroshiku Onegai Itashimasu please join me for the next episode of the Cutting Edge Japan Business Show We are here to help you and we have only one direction in mind for you and your business and that is UP!!!

Melissa Joy Dobbins explains when we should really be throwing out our food, Connie Sobczak gives advice for building body positivity in kids, Pam McMurtry talks about how we should be preparing for Christmas now, Laura Ann Winkiel discusses the legacy of author Toni Morrison, Paul Ronto teaches how to run safely in the heat, Christine Porath talks about the benefits of keeping respect in the workplace.

What happens when your workplace is exposed to incivility? What should you do if you are the target of this hostility and aggression? Tune in to this episode of the Talent Angle to hear Christine Porath, Professor at Georgetown University's McDonough School of Business, teach you how to navigate incivility in the workplace and enhance your own influence and effectiveness through simple acts of civility and respect. 

According to Christine Porath and Christine Pearson’s polling of thousands of workers over 14 years, 98% have experienced uncivil behavior. It’s not hard to imagine incivility when every day examples are interrupting co-workers, sarcasm and a rude email. Simply put, incivility leaves the recipient feeling devalued and disrespected. The truth is that we can’t always blame it on other people who are uncivil. We all contribute, whether we’re the ones actually doing it or as a bystander. All it takes is a little rudeness and sarcasm and you’re there. The scary thing is that if incivility goes unchecked it can lead to bullying. As today’s guest Catherine Mattice Zendel tells us, 99% of bullying scenarios start out as incivility that goes unchecked. Catherine, founder of Civility Partners, is a Strategic HR Consultant who assists organizations in building positive cultures through HR practices. In this interview, Catherine tells us what led her to start her company, she explains the spectrum of bad behavior (where incivility and bullying falls), what causes bullying and why these behaviors go unchecked. She explains the many ways organizations can make more civil workplaces and leaves us with what we can do as wellness pros to contribute. For links mentioned in today's episode visit  http://bit.ly/Redesignpod To join the Redesigning Wellness Community, visit https://www.facebook.com/groups/rdwellnesscommunity/

No matter which party you're voting for today, we can all agree our democracy - and our workplaces - operate much more efficiently and effectively when mutual respect is appreciated and demonstrated. Take a listen to our chat with Georgetown professor Christine Porath on how harmful incivility can be to workers and how to put aside our differences to get work done.

HOW DOES A LEADER TAKE THEIR TEAM FROM GOOD TO GREAT? Georgetown University business school professor, Christine Porath says we won't make that leap until we address the incivility that's taken over our workplaces. In preparing for her recent TED Talk that's had nearly one million views so far, Dr. Porath asked 20,000 employees around the world […] The post Dr. Christine Porath: Workplace Incivility Requires A Leadership Fix appeared first on Mark C. Crowley.

HOW DOES A LEADER TAKE THEIR TEAM FROM GOOD TO GREAT? Georgetown University business school professor, Christine Porath says we won’t make that leap until we address the incivility that’s taken over our workplaces. In preparing for her recent TED Talk that’s had nearly one million views so far, Dr. Porath asked 20,000 employees around the world […] The post Dr. Christine Porath: Workplace Incivility Requires A Leadership Fix appeared first on Mark C. Crowley.

In her recent TED Talk, Georgetown University Business School professor, Christine Porath hit a collective nerve by asserting that incivility is doing great harm to people in their workplaces. But perhaps her more surprising conclusion is that organizations are paying an even greater price by not addressing it. Through her research, Dr. Porath discovered incivility is highly contagious. It makes people less motivated, instantaneously less engaged – & deeply resentful. 12% of workers who feel slighted or disrespected in their jobs end up quitting. And for all of these reasons, incivility is having a profoundly negative impact on most company’s bottom lines. In this podcast, we explore all the reasons why rude, curt & even unkind behavior has become so prevalent in business today – & discuss the surprisingly simple ways managers & companies can create more respectful cultures. If there’s one key take-away my discussion with Dr. Porath, it’s that civility not only lifts people, it greatly elevates performance, too.

Looking to get ahead in your career? Start by being nice to your coworkers, says leadership researcher Christine Porath. In this science-backed talk, she shares surprising insights about the costs of rudeness and shows how little acts of respect can boost your professional success -- and your company's bottom line. Hosted on Acast. See acast.com/privacy for more information.

Dacher Keltner, Ph.D., is the founding director of the Greater Good Science Center and a professor of psychology at the University of California, Berkeley. He is the author of The Power Paradox: How We Gain and Lose Influence and Born to Be Good, and a co-editor of The Compassionate Instinct. Show Highlights: Enduring leadership is sustained by service. -Dacher KeltnerYou're only as good as the connections you have with the people you lead. -Dacher Keltner“Power tends to corrupt, and absolute power corrupts absolutely.” -Lord John Dalberg-ActonGreat leadership requires emotional intelligence. -Dacher KeltnerWhen we feel impressed with our own power, it degrades our civility. -Christine Porath (paraphrased) Dacher's closing thoughts: There is moral hypocrisy. People in power at work are more likely to bill things to expense accounts that are inappropriate, but when called out on it, they're going to say the rules don't apply to them. They only apply to other people. Next week, hear Dacher's ideas for solutions to this corruption. The Action Catalyst is a weekly podcast hosted by Dan Moore, President of Southwestern Advantage, the oldest direct-sales company in America, and Partner with Southwestern Consulting. With more than 45 years in sales leadership and marketing management, Dan has a wealth of knowledge to share on how to make better use of time to achieve life, sales, and other business goals. Each week, he interviews some of the nation's top thought leaders and experts, sharing meaningful tips and advice. Subscribe on iTunes and please leave a rating and review!

Guest: Christine Porath, associate professor of management at the McDonough School of Business at Georgetown University and author of Mastering Civility: A Manifesto for the Workplace Workplace incivility leads not only to a toxic culture, but also to negative impacts on your workforce’s productivity and profits. According to a study conducted by this episode’s guest, Christine Porath, employees who have experienced uncivil action in the workplace showed a drop of 25% in performance, while 80% stated they had lost time due to the unpleasant interactions. In this HR Break Room conversation recorded live at SHRM18, host Caleb Masters and Paycom HR manager Tiffany Gamblin are joined by Christine Porath to discuss: what constitutes incivility and how it affects employee morale the cost of having a culture that is not civil how leaders can foster a workplace of civility to drive employee happiness and productivity Learn more about the importance of creating a workplace of civility by reading our Discover the Employer’s Role in Preventing Sexual Harassment white paper.  

Dr. Christine Porath is an Associate Professor and Researcher at the McDonough School of Business at Georgetown University and an expert in workplace incivility, its costs and remedies. She is author of Mastering Civility: A Manifesto for the Workplace and co-author of The Cost of Bad Behavior. In episode 28, we discuss her research on the decline of civility, how it affects productivity and what managers can do about it. Learn more about your ad choices. Visit megaphone.fm/adchoices

Inspired by an unfortunate toxic work environment in her first job out of college, Christine Porath took on the topic of workplace incivility and its cost to both companies and employees. She’s been running with it ever since. Christine Porath, Ph.D., is an associate professor at the McDonough School of Business at Georgetown University and the author of Mastering Civility: A Manifesto for the Workplace and co-author of The Cost of Bad Behavior. She works with leading organizations to help them create thriving workplaces.

Georgetown professor and WorkHuman speaker Christine Porath shares the three fundamentals of civility and why peer recognition is the most valuable - and often underused -   form of recognition we can use at work.

Christine Porath, Associate Professor at the McDonough School of Business at Georgetown University, joins host Stew Friedman to discuss how to deal with "mean" people at work and improve a toxic work environment as outlined in her book "Mastering Civility: A Manifesto for the Workplace" on Work and Life. See acast.com/privacy for privacy and opt-out information.

Christine Porath is an Associate Professor at the McDonough School of Business at Georgetown University and author of Mastering Civility: A Manifesto for the Workplace. Christine also consults with organizations to help them create a thriving workplace. She is a frequent contributor to the Harvard Business Review and Psychology Today, and has written for the New York Times, Wall Street Journal, and Washington Post. Her research has appeared in many journals and books. She is co-author of another book, The Cost of Bad Behavior, and a former two-sport Division I athlete. Christine and Stew talk about the rise in incivility at work and in our society -- a serious problem, about which we can all do something. They enumerate the emotional and financial costs of rude behavior at work and how it spills over into other parts of our lives. They explore practical, evidence-based strategies you can use for dealing with slights, discourteousness, and worse at work, whether you are boss or subordinate. See acast.com/privacy for privacy and opt-out information.

It should not come as a surprise that some of the most important things in life are the most basic. Civility is one of those things that is essential to maintaining and building great relationships with others but is often cast aside for the sake of attaining goals at the expense of those relationships. In this conversation, Anthony talks with Christine Porath, author of the new book “Mastering Civility.” Her insights into the human condition and the things that drive us to be not only uncivil but downright petty reveal the foundational things that we need to come to grips with in order to begin building healthy company cultures rather than toxic ones. Overcoming Toxic Culture Through Mastering Civility, with Christine Porath - Episode #99Click To Tweet The fundamentals of civility are so basic but also so seldom done No one would argue against civility being one of the foundational practices that undergird healthy human relationships. Yet, it is one of the things that is most quickly cast aside when it comes to dealing with others in hierarchical structures like companies and chains of command. Christine Porath is convinced that a return to civility will enable toxic cultures to be made healthy and poor performing teams be made into record-breakers. This conversation is full of insight so be sure you take the time to listen. Learning to listen is one of the best ways to chip away at a toxic culture All of us have a cell phone. We leave it sitting on the desk during meetings and we even take it to the bathroom with us. We think of it as a tool but it often becomes a distraction that keeps us from truly listening to the people we meet face-to-face every day. Christine Porath points out how new habits - like removing our cell phone from the desk - can help us listen in ways that begin to chip away at the toxic cultures within our companies and organizations. Find out how Kristine suggest we go about making these kinds of fundamental changes, on this episode of in the arena. Learning to listen is one of the best ways to chip away at a toxic culture @PorathCClick To Tweet Connection has to come first before effective leadership can happen Effective leadership is a goal for most CEOs and managers, but it can seem very elusive and difficult to attain. Christine Porath says that effective leadership hinges on personal connection much more than it does leadership techniques or principles. Her conviction is that those who learn to connect with the people they lead will be much more effective in their leadership, and research is bearing out that conviction. Christine shares basic steps toward greater connection with the people around us in this conversation with Anthony. Why we don’t give others the benefit of the doubt but always give ourselves the benefit of the doubt You may or may not have noticed it, but one of the behaviors that almost every human being is guilty of is giving the benefit of the doubt to ourselves but not giving the benefit of the doubt to others. At the tail end of this conversation, Anthony and his guest, Christine Porath talk about how to overcome the unconscious stereotypes and judgments we make about people without knowing all the facts, and the benefits that a “benefit of the doubt” mindset can have in building a company culture that is sympathetic and supportive of the people in it. Why we don’t give others the benefit of the doubt but always give ourselves the benefit of the doubt @PorathCClick To Tweet Outline of this great episode [0:44] Why Anthony invited Christine to be on the show to talk about her book, “Mastering Civility” [2:40] The personal experiences that pushed Christine to write about civility [4:04] What makes for a toxic work environment and what impact does it have? [9:34] Everyone is watching the leader to know how to behave within the organization [11:13] The fundamentals of civility that are basic, but not done

Dani Rylan, Founder/Commissioner of the National Women's Hockey League, talks about achieving success in a traditionally male dominated field. Holly Hurd, Founder of VentureMom.com, shares how to build a small business that gives back. Christine Porath, Professor at Georgetown University, discusses mastering civility in the workplace. Jackie Glenn, VP of Global Diversity and Inclusion at Dell EMC, explains strategies for closing the diversity gap. Gloria Larson, President of Bentley University, talks about helping to start the MA Conference for Women. Grace Killelea, CEO at GKC Group, on closing the gender gap to achieve career success.  Learn more about your ad-choices at https://www.iheartpodcastnetwork.com

Dani Rylan, Founder/Commissioner of the National Women's Hockey League, talks about achieving success in a traditionally male dominated field. Holly Hurd, Founder of VentureMom.com, shares how to build a small business that gives back. Christine Porath, Professor at Georgetown University, discusses mastering civility in the workplace. Jackie Glenn, VP of Global Diversity and Inclusion at Dell EMC, explains strategies for closing the diversity gap. Gloria Larson, President of Bentley University, talks about helping to start the MA Conference for Women. Grace Killelea, CEO at GKC Group, on closing the gender gap to achieve career success. 

  Why Overcoming Incivility in the Workplace Leads to Success Many of us have dealt with a challenging boss or colleague at some point in our career. It might have been the team member with the snarky remarks and rude behavior, or the boss that yells if there’s a small typo in the draft of the client proposal. Incivility is silently chipping away at people, […]

In this episode, we're going to talk about the crisis of incivility with our guest, Christine Porath. She is an author, speaker, and associate professor of management at the McDonough School of Business at Georgetown University. Her work related to incivility and its effects has been featured worldwide in over 500 television, radio and print outlets including Time, Wall Street Journal, The Washington Post, NBC, CBS, ABC, and others. Her new book is Mastering Civility: A Manifesto For The Workplace. Resources: * http://www.christineporath.com/ – Christine's Website * http://www.christineporath.com/articles-2/ – Christine's Articles * @PorathC – Christine on Twitter * Buy her book, Mastering Civility: A Manifesto For The Workplace Sponsored by: * LEADx.org – subscribe to become 1% better every single day Review and Join Our Ambassadors Club: Please consider leaving an honest one- or two-sentence review on iTunes or on Stitcher.  Nothing matters more for bringing the podcast to the attention of others. And after you leave your review, send me an email at info at leadx dot org to let me know, and I'll invite you into the private LEADx Ambassadors Group on Facebook. Group members are eligible for ridiculously good prizes each month, have special access to me and LEADx guests, discounts on live events, and of course it's a great forum for peer-learning and support. Share: And, by all means, if you know someone you think would benefit, please spread the word by using the share buttons below. — What is LEADx and The LEADx Show with Kevin Kruse? Imagine if you could have the world's best executive coaches and leadership mentors whispering into your ear every morning on your way to work. Every weekday, there will be a new episode of The LEADx Leadership Show with an interview from a different thought leadership or business expert. Many of these guests are thought leaders, famous authors or high-profile CEOs from innovative startup companies. Others are creatives, artists, entrepreneurs or corporate career leaders. They have all achieved extreme success and they are willing to share practical advice on how to advance your career and develop your leadership and management skills by offering daily career tips on time management, productivity, marketing, personal branding, communication, sales, leadership, team building, talent management and other personal development and career development topics. There will be a new episode waiting for you every day just in time for your morning commute, morning treadmill session or whatever else it is you do to start your day. LEADx isn't just the name of this new podcast, it's the name of a digital media and online learning company that is re-imagining professional development for millennials and career driven professionals looking to break into manager roles or excel in current leadership and management roles. If you're looking for management training or professional development that is delivered in a fun and engaging way, sign up for our daily newsletter at LEADx.org. It's packed with life hacks, daily career tips and leadership challenges that will turn you into a high potential leader in no time. What does LEADx stand for? We are exploring leadership. We are about NEXT GENERATION leadership.

Christine Porath is an associate professor at the School of Business at Georgetown University.  Christine’s research focuses on leadership, organizational culture, the effects of bad behavior in workplaces, and how organizations can create a more positive environment where people can thrive. She recently released a new book, Mastering Civility: A Manifesto for the Workplace. How often does someone’s rude or insensitive behavior zap your energy and motivation? Unfortunately it seems that incivility is on the rise in our workplaces.  It can undermine your work performance, and your mental and physical wellbeing. Listen to Christine share strategies on buffering the negative effects of incivility and building more civil organizations. Connect with Christine Porath: ChristinePorath.com You’ll Learn: [01:48] – Christine defines “incivility” and says that it has become more prevalent in workplaces.   [04:44] – Christine explains that the number one thing driving incivility is stress and feeling overwhelmed. She also talks about technology’s role in civility. [06:20] – Christine describes the cost to employees and workplaces from tolerating incivility.   [08:13] – Christine shares some tips on how to handle incivility.   [11:04] – Christine talks about why wellbeing is the best antidote to incivility. [12:30] – Christine asks, “Who do you want to be?”  She explains why answering this question each day may determine our success. [14:36] – The Cycle to Civility is a four step process for organizations to become more civil places. [18:34] – Christine talks about where civility can go awry. [20:13] – There are simple techniques to improve our civility. Christine shares some of these. [23:21] – The Lightning Round with Christine Porath. Your Resources: The Price of Incivility What Got You Here Won’t Get You There: How Successful People Become Even More Successful – Marshall Goldsmith and Mark Reiter Triggers: Creating Behaviors That Last — Becoming the Person You Want to Be – Marshall Goldsmith and Mark Reiter Grit: The Power of Passion and Perseverance – Angela Duckworth Resisting Happiness – Matthew Kelly Thanks for listening! Thanks so much for joining me again this week.  If you enjoyed this episode, please share it using the social media buttons you see at the bottom of this post.   Also, please leave an honest review for the Making Positive Psychology Work Podcast on iTunes. Ratings and reviews are extremely helpful and greatly appreciated. They do matter in the rankings of the show, and I read each and every one of them. You can also listen to all the episodes of Making Positive Psychology Work streamed directly to your smartphone or iPad through stitcher. No need for downloading or syncing. And finally, don’t forget to subscribe to the show on iTunes to get automatic updates. It’s free! Special thanks to Christine for joining me this week. Until next time, take care!

Christine Porath decided to take the non-traditional path. She wanted to make a difference and it wasn’t what they were looking for. As a result, she had to make a move and it set her back. And she would do it all over again. Listen as Christine shares why she made her choice.           

Play Nice At Work     The New York Times recently carried an article about the growth at work of rudeness and bad behaviour over the last twenty years.  Christine Porath, the author, noted, “How we treat one another at work matters.  Insensitive interactions have a way of whittling away at people's health, performance and soul”.  These interactions release hormones called glucocorticoids leading to potential health problems.   The more interesting part of the research on this topic looked at why we are uncivil and more than half said they felt overloaded with their work and 40% said they have no time to be nice.  Nearly half linked career progression to using their position power and being nice was seen as weak. Boss's attitudes were enlightening.  Twenty-five percent believe they will be less leader-like if they are nice at work.  Nearly 40% feared they would be taken advantage of if they weren't projecting a tough manner.    There seems to be no shortage of bosses who can only muster position power, know it about themselves and so exploit it to the full because they are so insecure.  Strip away their titles and they are nobodies.  The way people become the boss is part of the issue.  The individual who can succeed and be accountable in their own little world is promoted to be in charge of others who are nothing like them.  They find that the skills that got them selected as leader are not what they need to be a real leader.  Their fall back strategy is to use their position power and lord it over their underlings, whipping them forward through fear.   Ironically, the Center For Creative Leadership found the number one characteristic associated with senior executives failure was their insensitive, abrasive or bullying style.  So we are left with a bunch of wannabe Napoleons, bossing us around and going nowhere in their careers.   What are we looking for in business?  We want our people to come up with ideas, innovations and creative solutions.  Some mini-me Napoleon type is not going to command anything more than compliance and so the innovation capacity of the organisation is hamstrung.  In such a fast paced competitive world of doing more, faster with less, this is a big opportunity cost.  From our own research on what engages employees to make the discretionary effort to go above and beyond, we found that feeling valued by the boss was the critical trigger.    If the mentality is to beat people up to let them know who is the boss, then the “I feel valued” trigger never gets pulled.  Consequently, the ideas do not flow, the cooperation never eventuates and the information sharing doesn't occur when you need it to happen.    We want leverage, a next generation of leaders to be developed who can move the organisation forward.  Youthful employee tolerance for bad boss behavior today is very low and they simply vote with their feet and go across to the competition.  This is often after we have poured a lot of time, effort and money into training them.  Ouch!   Bosses need to become better time managers, so they are in better control of their emotions.  They need more time to be able to be  “nice”. There is nothing more disconcerting though, than working for a disorganized boss.  Everything becomes a vicious cycle of panic and emergency, because they are always leaving it too late or have neglected to do some vital step.    Even those who are not terminally dysfunctional, are creating unnecessary issues because they have not learnt how to priortise their time and fail to dwell more often in preferred Quadrant Two of Time Management – the Not Urgent but Important box.    Further, bosses who have not mastered the proper methods for delegating tasks are usually time poor.  They are hoarders of tasks, because their pathetic mantra is: “it is quicker if I do it myself”.  This and other similar delusions, ensure they are run ragged doing too much and usually doing it in a mediocre fashion.  They are also denying their subordinates the opportunity to learn, to take responsibility and to prepare themselves for future bigger roles.    In one swoop, these bosses are overwhelming themselves and underwhelming the career progression of their team members.  The organisation pays a high price for this, especially when it comes to developing high potentials and securing proper succession planning.  When we are well organised, we are more likely to be more secure, more confident and not need to revert to crutches like position power to have authority.  There are no excuses for bosses to be bullies, to succeed in their work.  Their personal failure fails the company.   Leaders also need to be trained on how to smile when they interact with their staff.  Sounds simplistic, but there is whole raft of things going on in the background for that to happen and they are all good.  Think for a minute about what needs to happen in the boss's mind, for them to remember to smile when talking with staff, rather than scowling.  There is a level of intention included which says, “I want to have a positive impact on my team”. Think also of what happens with the staff member from their side and how this impacts the morale of the workplace.  In my memory, boss scowls were never particularly invigorating or energising.  Scowling is unlikely to trigger the emotion “I feel valued by my boss”.  Smiles on the other hand create an entirely different dynamic.    We want the bosses to be better in communication.  Rattling off instructions and commands isn't leading.  Explaining the why and not just the what or the how is a much more inclusive way of leading.  By the way, rather than pontificating, we want to use the Socratic method of asking questions which lead the staff members to their own discoveries of the why.  This is how we get their ownership of the ideas and the commitment to follow through with them.  Giving orders is the usual default position and that only gets you so far.  Achieving high levels of engagement is an entirely different ask.  If we want to tap the full power of the team we need their total engagement. Having some input into the organisation's direction, the execution of the company's policy and some ownership of the ideas are critical for that engagement emotion to be felt by the staff.   We want them to praise people in a smart way.  Typical boss vague comments like “good work” don't really register much.  Tell the staff member what they specifically did well, link this to the bigger picture, reinforce that they should keep doing it and thank them.  We want coaching that is not critique based around past mistakes but forward looking – what they did that was good and how they could do it even better the next time.  This takes a change of attitude on the boss's part.  It means stepping out of the comfy Comfort Zone and seeking higher levels of performance.   Building a positive, supportive workplace must be the boss's focus if the organisation wants to succeed through its people.  We first start with boss attitudinal change leading to behaviour change, producing team performance change. We can play nice at work after all.   Action Steps   1.     Master your personal time management so you can manage people better 2.     Complete more tasks from Quadrant Two – Not Urgent but Important 3.     Practice proper delegation methods that work 4.     Smile 5.     Ask questions rather than giving orders 6.     Praise using specifics not generalities 7.     Play nice at work

Christine Porath, associate professor at Georgetown University's McDonough School of Business and coauthor of the HBR article "The Price of Incivility."