Have We Entered a New Age of Bullying?

More than a decade of bullying prevention in public schools is being undone by the messages spread by the American president-elect. The Southern Poverty Law Center has recorded the highest surge in reports of bullying, harassment and racist displays since 9/11. My fear is that bullies will also feel emboldened to bring this sort of behavior into the workplace. On a recent speaking tour in the Midwest, people came up to me afterward to tell stories of how employers used their “employed at will” status to remind them they could be fired at any time. This excellent article by anti-bullying author Emily Bazelon in the New York Times takes a closer look in Bullying in the Age of Trump. But it’s important to remember that one of the first steps in curbing bullying, especially in the workplace, is to find out how employees feel about their jobs and why they feel that way. This is why the Faas Foundation has partnered with the Yale Center for Emotional Intelligence to survey working people about their complicated feelings about their work. You can participate by taking this survey, and please share it with those you know. It’s only by making our voices heard that we will be able to create the psychologically healthy, safe and fair workplaces we so desperately need. 

Photo: BIGSTOCK

Tell Us How You Feel About Work

How are things at work? Millions of employees wish that someone would listen to their concerns about what happens at their workplace. Businesses, organizations and legislators don’t have an accurate barometer to determine if workplaces are psychologically healthy, safe and fair. That’s why The Faas Foundation is partnering with the Yale Center for Emotional Intelligence on the Emotion Revolution in the Workplace, a study to measure how feelings drive organizational behavior. This is your chance to let your voice be heard. This sample survey is completely anonymous and will add to the body of data that will help improve working conditions for everyone. Here's the Emotion Revolution in the Workplace Survey.

Credit: BIGSTOCK

OHIO: In The Twilight Zone

Last week I spoke at the Women in Leadership Conference at Ohio's Bowling Green University. The theme at this conference was Pathways to Promotion and Leadership. 

I agreed to speak at the event on the condition that it would not be censored and that it “may offend some sensitive ears and sponsors of the event.” I clearly indicated that if the organizers of the event were uncomfortable with this, then I was the wrong person to give this talk.

The reason for my caution is according to the World Economic Forum, Ohio ranks 40th out of the 51 States in gender diversity. Despite billions of dollars being spent across North America on diversity, harassment, sensitivity and performance management programs over the past few decades by organizations and corporations, the results have been beyond dismal. Given that fact, I did not, and will not, give a motivational speech full of human resource gobbledygook that only provides false hope.

During my speech, the event coordinator approached Patrick Mundt, the Executive Director of the Faas Foundation who was monitoring the power point slides, and demanded he hook me from the stage. She indicated that a few of the sponsors had walked out in disgust. 

However, Patrick and I observed an engaged audience, many taking notes and nodding in agreement. Afterwards, I received not one but two warm and enthusiastic ovations and many came up and thanked me for my frankness. One person said that those who came up to speak to me afterward were brave to do so because they were likely being watched by their co-workers or supervisors in attendance, and it could be a career-limiting move for them. This was particularly significant as Ohio is, an “at will” state where employees without a contract can be fired without cause – something that was repeated by a number of people at this event and two others I spoke with in Ohio. 

The event organizers did not come to me to express their displeasure—nor did they thank me for giving the speech. In response to a note we sent thanking the event coordinator for hosting us and allowing me to speak, we also asked her to confirm that sponsors were upset with what I said, which she did. 

Reflecting on this experience, it became obvious to us that Bowling Green University is more concerned about their financial sponsors than changing Ohio's dismal standing in gender diversity. Leaving the state, I felt I was leaving the Twilight Zone!

 Credit: Jessica Vailat/The Red List

Chatham-Kent Health Alliance: A Scathing Report

An investigation was commissioned by Ontario's Minister of Health and Long-Term Care "to examine and report on issues related to the governance and management" of the Chatham-Kent Health Alliance (CKHA). The investigators' report exposed a top heavy management team led by a bully CEO, governed by a negligent and neutered board of directors and a rat’s nest of toxicity. 

As the Faas Foundation is one of CKHA's top donors, we are very concerned on how this disturbing report will negatively affect CKHA's ability to attract and retain health care professionals and donors. This report could also affect the community, in terms of attracting employers and jobs to the area, because health care is a major factor in decisions to locate.

Over the last decade, I have met many CKHA employees and must emphasize that were it not for their passion, dedication and professionalism; patient care would have been severely compromised. 

These people worked under horrible conditions: "The CKHA organizational culture has been frequently described by both hospital and medical staff to be one of fear, intimidation, distrust and an unsafe environment in which to voice their opinions without retaliation. A hierarchical and centralized decision-making management style that also lacked in transparency was also frequently described."

My intelligence is that that the CEO and his cronies on management and the board are feverishly working on a public response to discredit the report. The public and the Ministry of Health and Long-Term care should not get sucked in by this. I can attest to the investigators’ findings, as I have witnessed the CEO in action and have spoken with many employees. Additionally, I was interviewed by a consultant commissioned by the CEO, where I clearly voiced my concerns about the climate, which were consistent with the report’s findings. The report by the consultant who interviewed me made zero mention of the critical comments expressed by myself and others he interviewed, and based on my experience, his report was typical of the 'snake oil salesmen' who tell the CEOs what they want to hear in order to gain additional assignments.

Based on my extensive research and as an expert in organizational culture and dynamics, the situation at CKHA is unfortunately more common than not. 

Thankfully, a Ministry-appointed Supervisor will be selected "to restore robust governance and administrative/clinical leadership to ensure sustainable and appropriate oversight of patient care and financial management." 

To the citizens of Chatham Kent - do not lose faith in what I consider to be a wonderful institution with incredible people who have managed to provide superior patient care under very trying circumstances. Please embrace them and continue to support them - with new management and governance, your investment will pay huge dividends.

To employees everywhere, if you are working in an environment similar to that of CKHA, make your voice heard in a safe way - citing this case study.