Craig B. Clayton, Sr.

People and people related costs are among the top three expenses for any organization. The way people are treated in the workplace has a significant bearing on the way they perform and the resulting costs to an organization.

Workplaces are changing and becoming increasingly more diverse. Recent statistics show that in the US alone over 75% of people entering the workforce are women, immigrants and/or people of color.

One of the key focuses of this presentation deals with utilization. Organizations cannot afford to have people NOT bringing their "A" game to the workplace on a regular basis.

In a recent study, 57% of people self-stated that they give less than 100% of their best efforts on a regular basis. When asked what would incentivize them to give more of their best efforts; the number one answer was "Having a Boss That Treats Me With Dignity and Respect". This discussion addresses the practices, the impact, and the proposed solutions.

There is a distinct difference between tough managers and workplace bullying. Tough management involves correcting workplace performance. With SOME employees, the need for a tough manager is the only way to get them to understand the importance and parameters of expectations. The line gets crossed when tough managers make the feedback personal, demeaning, repeated and intentional!

There is a war for the best and the brightest employees. These talented employees have choices! The need for the most talented, diverse, engaged employees from ALL backgrounds is critical to the mission of the intelligence community.

Gallup once stated the following: “People join companies (organizations) but they normally leave managers!” As much as 80% of bullying in the workplace is manager to subordinate! Eliminating these behaviors is NOT an option. The responsibility to get rid of these behaviors belongs to everyone, but ultimately the buck stops with HR and the organizational leadership.

Creating an organizational culture where people are treated with dignity and respect should be a minimum of what people can expect when they come to work every day.

Unfortunately, for many employees, that goal is a dream that they have yet to encounter at their place of business.

Developing an accountable culture of respect can be accomplished with a focused effort, customized programs and targeted policies that clearly define behavioral expectations.

This presentation focuses on helping managers and leaders in increasingly diverse environments understand the impact diversity can have on the dynamics of conflict.

Included in this discussion are topics such as the impact of 'power and privilege' on recognizing, owning, addressing and resolving conflict.