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Newsletter - July
WorkplaceTrustProNews
This is an inaugural newsletter! You are receiving it because you are a client, colleague, friend, former student or someone referred by one of the above. If you are interested in the subject of building workplace trust and inclusiveness, I hope you will continue to follow our occasional notes on the subject. Please check "confirm" or "unsubscribe" now so that we always know that our news and information is welcome. Two important events are approaching. One is the up-coming FDR Conference in Phoenix and the other is a new book that is about to be published. I wanted to take a moment to mention both of these things to you. In each issue we will focus on concepts important to building trust in the workplace. It may be information --
Our objective is always to help supervisors understand how to manage their people more effectively. This month our lesson is that no one is above the law. We focus on the first federal court judge indicted for sexual harassment in the workplace. I actually had some involvement with this case. Finally, your thoughts and comments are always welcomed. Please click here if you have an idea you would like to share!
24th Annual FDR Conference Workshop on Building Trust!
To tell a friend about this workshop, use the "Forward email" button at the bottom of this Newsletter. For more information about the FDR Conference, go to the FDR website, which is fdrconferences.org
Criminal liability for the perpetrator
The four articles of impeachment the House committee voted on alleged that Judge Kent was guilty of "high crimes and misdemeanors" that warranted his removal from office. The first two articles of impeachment related to the "sexual assault" of two of his staff members at the federal courthouse in Galveston, Texas; the third involved his obstruction of justice; and the fourth was linked to his false statements to the FBI and the U.S. Department of Justice." Early in 2008, a federal grand jury handed down criminal charges against Judge Kent for sexually assualting two female employees of the court on repeated occasions and a charge of obstructing justice. He was the first federal judge to be charged with a sex crime. On February 23, 2009, the judge plead guilty to the obstruction of justice charge and was later sentenced to 33 months in prison. Because he went to prison without resigning from his seat, his federal pension was continuing. For this reason, the House initiated impeachment proceedings. Before the Senate could take action on the impeachment, the judge sent the President his resignation letter. The lesson for employees is that while the federal anti-discrimination laws make the employer liable for discrimination and harassment, there is also potential liability for the perpetrators of harassing behavior in the workplace. Behavior that constitutes harassment under the law often also violates other civil laws. In the judge's case, his physical attacks on two court employees were sexual assault and battery. Two years ago, the employee who sued Isiah Thomas, the New York Nicks, and Madison Square Garden for sexual harassment won $3 million from the chairman of the Garden because his actions and his failure to act amounted to "aiding and abetting" the harassment. This is another example of individual liability for behavior in the workplace that creates a hostile work environment. The Federal District Court for the Southern District of Texas took prompt action as soon as the Chief Judge learned of the allegations against Judge Kent. In fact, our connection to this unfortunate story is that the District Court had Carl Moore train all the court's employees in harassment prevention concepts and skills. One court executive said he had been through many harassment prevention courses, but this was the first time anyone taught skills for effectively addressing questionable situations as soon as they occur. In future issues, we will discuss skills for dealing with behavior that you find embarrassing or offensive.
Using Case Law to Teach Trust Skills!
That's what TRUST: Short Circuit the Hardwiring will give you. It addresses why humans are hardwired to handle conflict in exactly all the wrong ways PLUS the tools to re-wire your normal reaction; thereby turning you into an accomplished manager of conflict. Please click here if you would like to be notified when this book is available. When George Mitchell and Robert Dole needed someone to design and implement the EEO complaints process in the United States Senate in 1991, they chose Carl Moore. His mandate was to "assist Senators and their staff understand how to avoid violations of the law." This required working with all the Senate offices in designing and implementing their human resource systems. In this book, Carl Moore uses actual court cases to illustrate important lessons about discrimination law and the common pitfalls supervisors tend to fall into that lead to complaints, grievances, and lawsuits. Then, most importantly, he teaches you the skills to end complaints, grievances and lawsuits! The goal of the book is to teach everyone - and supervisors in particular - how to stop damaging workplace relationships during tense disagreements and then how to take positive steps to build trusting workplace relationships. Academic research in neuroscience, conflict management, "emotional intelligence," and creating "caring environments" is beginning to revolutionize the art and science of relationships - including workplace relationships! And this book is an important contribution to transforming the way we think about workplace relationships, coaching, mentoring, performance feedback and discipline. In future issues, we will discuss skills for dealing with behavior that you find embarrassing or offensive.
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If you or anyone you know is attending the FDR Conference in Phoenix in August, mark your calendar for 3 p.m. on August 12. Carl Moore will be presenting the ADR5 workshop titled "A.B.L.E. to leap tall retaliation conflicts in a single bound!" Some of the concepts in this workshop have already been presented to hundreds of executives, managers, supervisors and employees throughout the country to rave reviews. This is your oppportunity to see what the buzz is all about!
This has been in the news in Houston and south Texas for over a year. It made national news in recent weeks as the House of Representatives moved to impeach US District Court Judge Samuel Kent. There is a message in this case for workplaces in general. Let's begin with some background, for those who have not been following the case.
An angry outburst erupts in your presence! In an instant, you step in to diffuse the situation! Moments later the storm has passed and you've started a problem solving conversation. Everyone around you is absolutely amazed at your ability to respond so effectively in these highly emotional moments!