 It seems to be a classic client request. You have a leader who is a high performer in every way except for his or her brusque, bullying or potentially harassing behavior directed towards the people he or she manages. The client wants the behavior of the executive to change and would like us to conduct one-on-one sensitivity sessions. They want the leader to behave in a way that’s kinder, gentler and more in line with their values.
“No discussion of consequences results in no change.”
Unfortunately, defending a claim based on this behavior requires an embarrassing defense: “I treat everyone this way.” Your annoyed attorneys will have to put on witnesses testifying that yes, indeed, the bad actor treated them this way also. The jury or judge may well come to the conclusion that the leader is a jerk and find a way to nail them even if it’s not technically a legal violation.
What Should You Do?
One-on-one sensitivity training can work but requires the following:
- A consultant who focuses on the law, your policy, and values, as opposed to suggesting that “someone might be offended by” the leader’s actions.
- Make sure that both the consultant and the leader understand what kind of behavior must change.
- Make sure that they both understand the consequences if change doesn’t happen. In my experience, no discussion of consequences results in no change.
- Provide the consultant with specific behavioral examples of the kind of behavior you are concerned about: what did they do or so, not just vague descriptions.
- Ideally, follow-up with a workshop for the whole group that the leader manages, as well as his or her peers. Frequently, this kind of behavior is a problem because of a culture that has allowed it to continue.
 Did You Know
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September 11, 2017
