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Reduced recruiting costs
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Decreased turnover
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Increased team productivity
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Accelerated volunteering for special assignments
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And a better place to work!
In our Toxic Organizational Change System (TOCS) , strategies for change
are delivered at organizational, team, and
individual levels of the organizations.
Organizational
strategies: -
Large-scale design of concrete values of respectful engagement
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Critical integration of values into existing performance systems
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Design of formal “skip-level” evaluations
Team strategies:
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Behavioral and participative team selection
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Translation of organizational values to team norms
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360-degree team assessment and feedback systems
- Innovative use of exit interviews
- Identification of "toxic protectors" who enable toxicity
Individual strategies:
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Targeted feedback
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Systems coaching
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Performance appraisals linked to core organizational values
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Fair-process terminations
As a result of our research, we have been working to help leaders understand the systems components that should be engaged proactively to reduce the probability of a toxic person entering the organization and to create cultures of respectful engagement that will mitigate the spread of uncivil behaviors in the workplace.
Contact us for more information and how to get started today.
Contact
Mitch at mitchellkusy (at) gmail.com or by phone at +1-612-770-8091 |
Contact
Elizabeth at eholloway (at) phd.antioch.edu or by phone at +1
512-263-1416 |
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Copyright
2010 by Mitchel Kusy and Elizabeth Holloway. All rights reserved.