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Tag Archives: addressing workplace issues promptly

Sexual harassment and the C-suite

Sexual harassment in organizations – lately it seems to be non-stop, and quite frankly, it’s increasingly hard to keep up.  Every few days, there is another headline news story about a senior executive (who should have known better) saying or doing something sexually inappropriate to someone junior in his organization.  And that is exactly what prompted my weekend column for The Globe & Mail (which published in Saturday’s print edition).  Regular readers of my blog know that since January 2014, I’ve frequently written for the Leadership Lab series in The Globe, but this latest column is different in that it’s part of their Management series.  Read: Harassment and the C-Suite.

Major favour request

Once you’ve read it, please pass the link on to others in your departments and organizations.  The more people that read, react and comment on this story, the more likely I am to get asked back to write more for The Globe.  Please add your comments directly on The Globe‘s site.  I’ve got my fingers crossed that this series will now become my new home at The Globe, so I’d appreciate (and be eternally grateful for) your support.


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The Piss-Off Factor (POF)

Sometimes, it’s the smallest sources of irritation that cause the greatest rash!  I’m talking metaphorically of course, because I’m referring to the workplace.  In fact, I even have a phrase to describe it – I call it the Piss-Off Factor, or POF for short.  It’s not necessarily a polite expression, but I hope you will excuse me using it, since it IS descriptive.  A POF is usually a small annoyance that left unchecked, expands and spreads, until it becomes a source of great frustration.  Let me give you a quick example – a new company rule says that employees are no longer permitted to park in the lot next to the warehouse; they must now park in the lot across the street.  No big deal — it’s just an extra 300 yards, right?  Wrong!  For some reason, it’s something as small as this that can get blown out of proportion if it’s not properly addressed, and the reasoning behind it explained.  And most times, it CAN be addressed and explained, if only you’d thought about it!

Leaders, here are two questions to ponder.

  1. What do you think your people grumble about the most when they are standing around the water cooler (of course, this is when you are not within listening distance)?
  2. What could you do now, today, to remove or reduce the source of their discontent?

What are the POFs in your workplace?  And what are you doing to reduce or remove them?  Alternatively, what’s getting in the way of removing the POFs.   Talk to me, I’m very interested!