Toxic Workplace! - Bonus Content

Check here for "bonus" content to assist you in tackling the challenges of the toxic personalities in your company.

We Blog! Don't forget to check out our new blogsite at toxicworkplace.blogspot.com. You'll find new content weekly where we'll discuss feedback from viewers, current trends and the like.

Elizabeth and Mitch discuss toxic personalities with Steve Hart of the New Zealand Herald. Click on the icon at left to read the entire article.

Elizabeth and Mitch share their experiences handling the toxic workplace with Nancy Branton of the Coaching Leadership Academy during a live session of the Thought Leaders Forum. Click on the icon at left to listen.

Elizabeth and Mitch discuss navigating the toxic workplace with business consultant Thomas Cox. Click on blogtalkradio to listen.

Listen to Elizabeth and Mitch discuss their upcoming book "Toxic Workplace! Managing Toxic Personalities and Their Systems of Power" during their keynote address to the American Society for Training & Development. Click on the icon on the left to listen.

Mitch and Elizabeth are guest consultants for MSN's Career site and learn how troubled economic times can bring out the worst in people and what you can do to avoid getting "infected." CNN picked up this interview as well, illustrating just how important healthy personalities are to your work.

Mitch discusses five ways to battle the office backstabber. How to assess the situation and how to identify the tactics a backstabber will use.

	What should a leader do with toxic members of their organization or team?
	Some of the many survival strategies we suggest include the following:
	Identify the 3 types of “toxic protectors”—individuals who enable toxicity. Identify and give feedback to the “toxic buffer” who shields others from the antics of the toxic person. Stop giving feedback only to the toxic person; instead focus on understanding and intervening at the team and organizational system levels. Co-create concrete values of respectful engagement; weave these into daily performance and give targeted feedback when these values are violated. Mentor “junior” members on these behaviorally specific values. Interventions based on our Toxic Organizational Change System (TOCS) model integrates three systems for action: organizational, team, and individual Make sure you use 360-degree team assessment systems, not just 360-degree feedback for leaders alone. Use a large-scale change process for designing concrete, behaviorally specific values of respectful engagement Use skip-level evaluations to assure robust adherence to values of integrity by all leaders in the organization—no one is exempt! Create rules and stick to them: No pit bulls No prima donnas No chameleons who kiss-up and kick-down No organizational stars who get away with tyranny!

	Nine Myths & Nine Facts (About Toxic Personalities)

	Don’t mess with toxic persons who are successful. Fact: It often costs more to do nothing.

	Give them feedback. Fact: Feedback alone doesn’t work because it doesn’t address the systemic nature of the problem.

	Most people won’t put up with toxic behaviors. Fact: Many people do, for up to 30 years according to our research!

	HR and other consultants can solve the problem. Fact: Only changes within the system can support HR effectiveness.

	Fire them to resolve the issue. Fact: Firing is only effective if you integrate concrete values into your daily work because even after they leave toxicity remains in the system.

	Toxic persons know exactly what they’re doing. Fact: Most toxic persons are clueless their behaviors are toxic!

	Toxic behavior is a solo act. Fact: There is often a toxic “protector” who enables them to get away with “it”!

	When hiring, seek a little extra competence over a little more likeability. Fact: Hire for more likeability and teach them the extra skills.

	Leaders see the systemic effects. Fact: Leaders are often the last to recognize this.