Search Course Catalog (845 Courses Found)

Building an inclusive work environment sometimes means confronting colleagues about their misconceptions and attitudes regarding diversity. It also means taking the time to have courageous conversations about the tough topics impacting the workplace. A diverse workforce does not mean your organization places more value on certain groups of people. What it means is your organization is committed to attracting and retaining quality employees from ALL cultural backgrounds, genders, ages, and points of view.

Ethics concern an individual's moral judgments about right and wrong. Decisions taken within an organization may be made by individuals or groups, but whoever makes them will be influenced by the culture of the company. One area of concern within many organizations is the gathering of competitive information. Collecting information about your competitors makes good business sense. However, you must do so in an ethical and reasonable way. Unfortunately, this doesn’t always happen. If you ever find yourself in this situation, it helps to know how to act.

When preparing to interview candidates, it’s important to ask questions that will help you evaluate capabilities, commitment and chemistry. This course helps you think about how you currently prepare for an interview and asks - what could you change to make your interviewing more effective?

New Just-In-Time Performance Management Tool! You have an employee who lacks necessary job skills. What do you think? There are four steps you can take.

New Just-In-Time Performance Management Tool! Communicating plans for change in the workplace is no longer just an event or an initiative. What do you think? There are three steps you can take.

New Just-In-Time Performance Management Tool! You have an employee who needs motivation. What do you do? There are four steps you can take to help the situation.

New Just-In-Time Performance Management Tool! You have an employee who’s not assertive enough. What do you do? There are four steps you can take to help the situation.

We all know the definition of bias, right? It’s the negative or positive assumptions usually applied to groups of people. It can be blatant (also known as explicit) or subtle. It can also be unintentional and unconscious. Microaggressions tend to be the everyday, subtle interactions or behaviors that communicate some sort of bias toward another person or group. They can be intentional or unintentional and sometimes even well-meaning.

All employees must be willing to take personal responsibility for creating a respectful, productive work environment. Doing so leads to a high performing organization where people are valued for their talents and abilities. Spanish version of the course "TrainingBriefs® Gender Respect" course.

Racism fosters a divisive work culture that undermines morale, teamwork and productivity. In the workplace, racism most often manifests itself through microaggressions, which are indirect, subtle or even unintentional acts of discrimination against others – often taking the form of stereotypes. Awareness is key to understanding how racism impacts each of us. The key terms covered in this course are the starting point of that understanding.

New Just-In-Time Performance Management Tool! You have an employee who makes unacceptable mistakes. What do you do? There are five steps you can take to help the situation.

The human body is designed to experience stress and react to it. Stress can be positive, keeping us alert, motivated, and ready to avoid danger. Stress becomes negative when a person faces continuous challenges without relief or relaxation between stressors. As a result, the person becomes overworked, and stress-related tension builds.

New Just-In-Time Performance Management Tool! You have an employee who is consistently late for work. What do you do? There are five steps you can take to help the situation.

Studies have shown that having a diverse team is more innovative. But let's be real, finding and hiring diverse talent is often easier said than done. You may even be asking yourself, how can we get past potential bias and get the right talent in the door? And how do we keep them once we have them?

More employee lawsuits are being won on grounds of retaliation than for any other reason. Remember, retaliation means “revenge.” In employment law, it involves an employer taking an adverse action against an employee who has engaged in a legal activity—an activity that the law believes is in the public interest. When your company is sued for unlawful retaliation, it doesn't matter if you're right or wrong. If you go to trial, what matters is how the situation looks to a jury.

New Just-In-Time Performance Management Tool! You have an employee who may be promoted beyond their capabilities. What do you do? There are four steps you can take to help the situation.

New Just-In-Time Performance Management Tool! You have an employees with solving conflict. What do you do? There are five steps you can take to help the situation.

New Just-In-Time Performance Management Tool! You have an employee who is terminated due to downsizing. What do you do? There are four steps you can take to help the situation.

New Just-In-Time Performance Management Tool! You have an employee who is terminated for poor performance. What do you do? There are four steps you can take to help the situation.

Most people know that laws exist to protect employees from discrimination and harassment. However, many don't know these laws also protect employees from retaliation. Employees can retaliate against other employees - you don't have to be a manager to retaliate. In fact anyone who is aware of the protected activity can commit retaliation. And anyone who engages in a protected activity can be the target of retaliation; even managers can be subjected to retaliation if they've engaged in a protected activity.