IS YOUR ORGANIZATION SITTING ON A TICKING TIME BOMB? Part 2

This article was published in MoneyInc Magazine.

Over the last five years I have dedicated much of my time to organizational dynamics with a focus on culture and climate. This work is captured in a number of published articles, over three hundred blog posts and two books, the most recent being, ‘From Bully to Bull’s-Eye: Move Your Organization Out of the Line of Fire’.

What I have found is that most organizations have a culture of fear and open secrets where leadership (including boards) either is oblivious to what’s going on; or they are at the root of the problem.

A recent survey of Canadian of C Suite executives indicated that 94 percent of them believe that there is not a sexual harassment problem in their organizations. My bet is that if they were asked if there were any other improprieties in their organizations, the number would be the same. I would also bet that if a similar survey were conducted in the United States, the number would be the same. 

In Canada last week, within 48 hours, Patrick Brown - Ontario’s Leader of the Opposition, Jamie Baillie - Nova Scotia’s Conservative Leader, Kent Hehr -the Federal Sports and Disability Minister, Paul Bliss - a prominent CTV reporter, and a Royal Canadian Mounted Police doctor were ousted over sexual harassment allegations. To those 94 percent I suggest you reconsider this.

Since I started working on organizational dynamics, we have been overwhelmed by stories in the media about organizational wrongdoing. The consistent reaction from boards and senior executives have been claims of not being aware. After exposures have been investigated, another constant has been revealed - these improprieties and wrongdoings were open secrets for years and in some instances decades.

The recent #MeToo exposures has certainly highlighted these dynamics and I must say, with little satisfaction, validated what I have been harping on. And the horrific USA Gymnastics scandal is a gut wrenching illustration.

My prediction is that the #MeToo movement will start to go beyond politics, government, the media and entertainment; and it will go beyond sexual harassment.

Employees are coming to realize, that they have been conditioned to accept the abnormal as the norm. They are also coming to realize that they have a responsibility to expose situations that put them and their coworkers at risk; and they are looking for ways to do this. 

This is a tsunami just waiting to happen! The next industrial revolution!  And because of this, “The time has come the walrus said to talk of many things...” 

For boards of directors, “the time has come” to recognize that “Houston we have a problem”. From this point on, board directors should not get off the hook by deflecting exposures of abuse, harassment and ethical breaches to management. They must act now to assess whether there is problem; and if there is, they must determine who knew what, when did they know anything, and what they did about it. And then they must take measures to hold people accountable and punish the offenders. More importantly, take must measures to ensure that the behaviours or actions stop and do not recur. 

To fast track this, boards should determine how employees feel and why they feel the way they do about the work they do; the relationships they have at work; and the organization. The Faas Foundation and Yale Centre for Emotional Intelligence have developed a method by which to conduct this diagnoses. 

We have found that this model goes well beyond engagement surveys, and uncovers unnecessary stress factors. More importantly, this is also an indicator of the ability for employees to be open, honest and direct in communicating issues and opportunities. 

A quick way for boards to determine if there is a problem is to get the head of Human Resources to fess up on what the ‘open secrets’ are, communicating in no uncertain terms that if they do exist and are not disclosed, they will view that person as being incompetent and/or complicit. My research has shown that in over 80 percent of situations where there is a toxic culture, Human Resources is part of the problem versus part of the solution.

To reduce the fear factor, I have advised many organizations to engage a neutral ombudsperson resource for employees to seek advice on issues.

Board directors, like it or not, this is your responsibility. Failing to understand what is going on in your organization must result in the same consequences as the USA Gymnastics Directors have experienced.

Some have referred to this entire process has been nothing but a witch-hunt. Nothing could be further from the truth. As Margaret Sullivan suggests in her Washington Post article,  “I’d call it the rough beginnings of justice.”

(Andrew Faas is the author of ‘From Bully to Bull’s-Eye: Move Your Organization Out of the Line of Fire,’ and a Public Voices Fellow at Yale University)

Photo credit: pxhere.com

 

TRUMP IS NOT TOTALLY TO BLAME

David Frum, author of ‘Trumpocracy: The Corruption of the American Republic’, provides a sobering analysis, striking at the core of why Trump got elected, which has relatively little to do with the candidates, and more to do with the discontent with the economic, ethical and social conditions that have been eroding America.

I was one of the few who predicted Trump would win because I heard and saw this discontent on a book tour I did in 2016. Bottom line - the average American did (do) not respect or trust the institutions, companies, leaders, and the media, who they blame for this erosion.

(Andrew Faas is the author of From Bully to Bull’s-Eye: Move Your Organization Out of the Line of Fire,’ and a Public Voices Fellow at Yale University)

Photo credit: commons.wikimedia.com


IS YOUR ORGANIZATION SITTING ON A TICKING TIME BOMB?

Obviously in Canada, where 94% of C-suite executives don’t believe there is a sexual harassment problem, they should reread my book ‘From Bully to Bull’s-Eye: Move Your Organization Out of the Line of Fire’, to refresh their memories. As early as November 2015, I have been warning companies that they need to become more aware – a lot more aware, in fact – that not only is sexual harassment alive and well in the workplace, but it reflects a far more serious and far more pervasive problem – the workplace in North America operates as a culture of fear.

I have focused much attention on this issue in my blogs. Now, Patrick Brown, the leader of the opposition of Ontario, which represents 39% of Canada’s GDP, has resigned under alleged sexual misconduct. So has Nova Scotia PC leader Jamie Baillie, over allegations of inappropriate behaviour. This is not just inappropriate; it is deplorable.

It is high time that boards of directors and executives should seriously be addressing this question within their own ranks and their own organizations. This behaviour is not going to go away; nor is this serious societal problem relegated solely to sexual harassment. This is an enormous problem that will undoubtedly result in other people coming forward with other forms of abuse. These various forms of abuse too often lead to dire consequences to families and individuals.

I will continue to encourage people to come forward not only because of past allegations, but because primarily this stuff is still going on. Recent examples include Dr. Larry Nassar, the disgraced Michigan State University gymnastics doctor, who has been sexually abusing patients since 1995! This is just the tip of the iceberg in this investigation where a whole host of stomach-wrenching cover-ups and denials will very likely emerge. Everybody claims that they either didn’t know the abuse was taking place or as in this case, coach Martha Karolyi said that it never actually happened! Claiming you don’t know is an admission that you are clueless about what is going in your organization; or you’re outright lying.

People cannot be under the allusion that these are extreme cases. This stuff goes on all the time everywhere. Take this current example in Nova Scotia, where yet a second doctor working for the RCMP is facing allegations of sexual misconduct.

Clearly, this has not been a good day for Canada. My advice to all board directors and executives is to put on a stronger pair of glasses and become more aware of what in hell is going on in your own organization. This behaviour is repulsive and should not be the backdrop by which people around the world view our great country!

Photo credit: thebluediamondgallery.com

THE POPE SHOULD BE EXCOMMUNICATED!

In my first book, The Bully’s Trap, I asserted that the Catholic Church has no moral authority to be in the business of providing spiritual advice and counsel to their flock of parishioners.  Articles in the New Yorker Magazine, The Guardian, and PRI’s The World support this statement.

There was unconditional pushback from staunch Catholics, including bullying expert Barbara Coloroso. She is a former Nun, and a former co -author of mine who was extremely uncomfortable using the Catholic Church to illustrate bullying and abuse; and we cannot find anything she has written or spoken about such abuse, which is strange because she is a children and youth bullying expert. Even when specifically asked about these atrocities she had no comment – apparently she’s drinking the ‘sacramental cool aid’. When asked what their greatest fear is in exposing this, the only conclusion I could logically reach is that there is much more to it than what’s been exposed – the proverbial tip of the iceberg.

But then, when Pope Francis was appointed, I thought there was some real hope; so much so that in my 2nd book ‘From Bully to Bull’s-Eye: Move Your Organization Out of the Line of Fire’, I was more optimistic that there would be a shift. My optimism was short lived and quickly turned to disappointment that he didn’t take a stronger stance. But, alas, as I point out in my book, turning targets and victims into villains is a common tactic used by bullies to defect the issues from them.

If his inaction wasn’t damning enough, Francis added insult to injury by giving Cardinal Law a full Vatican funeral as I wrote in a December blog. It bears repeating that, “Frankly, giving this guy a Vatican funeral is like giving Donald Trump the Noble Peace Prize.”

It is interesting to note that Pope Francis is taking this stance in the year of the ‘#MeToo Movement. We should encourage those who have been abused by the predators in the Church to start a similar movement to flush the predators out.

And now, he’s totally capitulated as is exposed in this USA Today article by Jane Onyanga-Omara. He’s relegated himself and the church to be totally neutered and ineffective and unable to appropriately carry the torch for what they’re supposed to be doing, providing spiritual guidance. Perhaps the Church should sell their assets; give them to the abused and victimized; get out the business. They’d do less harm.

This is a terrible blow to the hundreds, if not thousands, of people who have had their lives ruined because of the Catholic hierarchy and perverts and predators they protect. Simply stated, this is appalling.

Photo credit: obamawhitehouse.archives.gov

 

‘M’ is for Mindful

A common directive we often hear is - ‘to be mindful of’. This directive means to factor in and think about certain things to draw conclusions and make choices and decisions.

In my experience, those who are mindful usually reach better conclusions and make better choices and decisions, as well as develop better relationships. Another benefit to those who are mindful is that they are perceived as being fair (see ‘F is for FAIR in this series of articles).

In hiring someone for a leadership position, I assess how mindful the candidates are when determining how they make choices and decisions. Specifically, to what extent do they use factors necessary to make a quality choice and decision?

Malcolm Gladwell describes this elevated consciousness in his must-read book, Blink - “There is in all our brains, a mighty backstage process, which works its will subconsciously. Through this process we have the capacity to shift huge amounts of information, blend data, isolate telling details and come to rapid conclusions, even in the first two seconds.”

Most of our decisions and choices require or should require more than two seconds.

Of all of our intelligences, emotional intelligence is the most significant. The Yale School of Emotional Intelligence defines EI as “the ability to recognize, understand, utilize, and regulate emotions effectively in everyday life”. Being mindful when making choices and decisions is important. For a clear understanding of how this is applied, I am inspired by the eight factors outlined by Tony Stoltzfus in his book Coaching Question:

1. Rational (the why and pro’s and con’s? Also what are the options?)

2. Intuition (as Gladwell argues, ‘what does your two second conclusion tell you - and why?)

3. Alignment (how consistent it is with your passion, values and beliefs?).

4. Relationships (what are the emotional and practical impacts it has on others?).

5. Council (what are the inputs and perspectives that you need from others?).

6. Negative Driver’s (what and why it will be resisted or opposed?).

7. Cost (what are the emotional and financial implications?).

8. Risk/Reward (is it worth it?).

To this I would add:

. Being mindful of what you know and what you don’t.

. Being mindful that everyone is not open, honest and direct.

. Being mindful that people may be telling you what they think you want to hear.

. Being mindful of what you have that others do not.

The reason I have added these few points is that a critical aspect of mindfulness is being aware. I never cease to be amazed and appalled by how oblivious leaders are to the world around them. The #MeToo movement has not only exposed sexual harassment; but it has exposed leadership claiming they were not aware. In my book From Bully to Bull’s-Eye: Move Your Organization Out of the Line of Fire , I challenge leadership by asking, “ Is your culture a ticking time bomb?” - asserting the need for them to be mindful of what is going on in their organizations. 

It is impossible for people to lead without constantly determining how the people who they are responsible for feel, and why they feel the way they do. These perceptions are essential to being a mindful leader, yet so few leaders possess them.

The best example of a mindful leader is William DeWitt Hyde, President of Bowden College 1885 -1917. Consider all of the factors he was mindful of when he wrote, “The Offer of the College

“To be at home in all lands and all ages;
to count Nature a familiar acquaintance;
and Art an intimate friend;
to gain a standard of appreciation of others work and the criticism of your own;
to carry the keys of the world’s library in your pocket;
and feel its resources behind you in whatever task you undertake;
to make hosts of friends... who are to be leaders in all walks of life;
to loose yourself in generous enthusiasms and cooperate with others for common ends;
this is the offer of the college for the best four years of your life.”

Contrast this to the musings, behaviours and actions of the leader of the free world.

To be a great leader - ‘Be mindful of’.

Photo credit: flickr.com

THE QUESTIONABLE FEMINISTS IN OUR MIDST

A number of high profile women have recently been jumping on the #MeToo bandwagon. In most cases the actions of those they are exposing ‘for the first time’ were open secrets. So, where were these women when the abuse occurred? In most cases they were silent bystanders who did not come forward to defend or protect the abused person(s). And, as a consequence to taking that stance, they became complicit in the abuse.

One such celebrity is Katie Couric who recently broke her silence about Matt Lauer, feigning ignorance when referring to his exposure as a sexual predator. This is an astonishing admission, especially given the fact that she is going to do a television segment on sexual abuse?

The fact of the matter is that Couric has no credibility on this issue. She acknowledged that Lauer pinched her ass on numerous occasions; yet she now maintains, “I had no idea”. Only if she considers being pinched on the ass normal behaviour can she justify her claim.

I believe that for some reason she is protecting Lauer. Could it be she was the predator? I know from my own experience, women have the capacity to be predators -can also assert they can be vicious when crossed.

Another woman claiming to be a feminist, Margaret Atwood, is clueless relative to what people are going through. She would rather protect the predator than the people who have been targeted. You will recall that she was one of the first people to defend Jian Ghomesi’s defense without apparently doing any due diligence. As an award-winning author and someone who the media goes to, she shouldn’t be touting herself as any kind of a feminist other than a horrible feminist!

KNOWING RIGHT FROM WRONG SHOULD NOT BE MYSTERIOUS

In this New York Times Op-Ed, readers discuss Daphne Merkin’s view that it’s time for some perspective.  Splitting hairs between what constitutes sexual abuse and what constitutes flirting is a discussion that parents should have with their adolescent children, and not
require scrutiny in a public forum.

Similarly, in South America, Pope Francis must confront the crimes of a Chilean priest, Fernando Karadima, who was protected from punishment for decades. Now is the time to draw a line in the sand and end this abomination. How clearly can it be stated? Abuse by people in positions of authority is not OK!

In yet another industry, male fashion models and assistants described how Mario Testino and Bruce Weber, two of the most prominent photographers in fashion, used their authority to engage in unwanted sexual behavior.

It is both shocking and encouraging that so many people from so many walks of life all over the world are stepping out from behind the shadows and becoming activists. It appears that this is what it may take to teach people right from wrong and remind them of the ethic of reciprocity – The Golden Rule – “Do unto others as you would have others do unto you.”

Photo credit: thebluediamondgallery.com


TRUMP’S AVALANCHE OF DESTRUCTION IS ACCELERATING FASTER THAN I PREDICTED!

I wrote the following blog exactly one year ago and unfortunately am being proven more right than wrong.

We keep reading in the media about the utter unpredictability of Donald Trump, but I say this is nonsense. From my study of bullies and how bullying works, I know exactly what he’s going to do next. But first, let me give you some background.

Over the years I’ve become something of an expert on adult bullies—I was one early in my career until a wise supervisor set me straight, later on I sadly confess I was at times a bystander to bullying. I’ve been the victim of bullying so severe I was diagnosed with a form of PTSD, and today I’m an advocate for victims of bullying. I’ve dedicated my career to preventing and ending bullying in the workplace, which has inspired two books as well as my foundation’s current partnership with the Yale Center for Emotional Intelligence and our joint Emotion Revolution in the Workplace initiative.

So I can reasonably declare that I’ve learned how bullies work. They are masters of manipulation, deflection, deception, deceit and denial and no one is better at bullying than Donald Trump. Bullies are particularly dangerous when their back is against the wall and the growing agitation about Trump’s connection with Russia is going to have his back against the bricks very soon. The onus is on Congress and the Republicans to force disclosure before the inauguration because it will be easier to prevent Trump from being inaugurated than to try to impeach him afterward. My prediction is if that happens he will do everything he can to maintain his power and control.  He will abuse the power of the presidency up to and including drastic things like martial law.

We only have one week to prevent this disastrous occurrence and I’m deeply concerned. I shared that concern in December when I wrote about my 97-year-old mother who was in the Dutch Resistance in World War II and whose greatest regret was that she didn’t do more to save the victims of the Nazis. That’s why I’m urging you to do what you can and to inundate your representatives to demand full disclosure. Don’t let Trump and his people shut you down. Make your voice be heard before it’s too late. America’s future depends upon it.    

Nicholas Kristoff’s New York Times Op-Ed supports my prediction now is that Trump will hasten his agenda to dismantle what remains as checks and balances and the entire GOP will let him do it, because my bet he has something on all of them.

Photo credit: flickr.com

ARE THE DEPLORABLES MAKING THE UNITED STATES A ‘SHITHOLE’ COUNTRY?

Yesterday Trump articulated, as is divulged in this Washington Post article, why I as a Canadian decided to sell my Palm Beach seasonal home to go to another country. Quite frankly since the election, the place does not feel like home anymore. While it’s easy to blame Trump for this, from my perch here, the blame rests with his supporters and enablers who love what he is turning the United States into.

Late last year I bolted from a party here is Palm Beach because I was disgusted by the well heeled ‘deplorables’ were gloating how well their portfolios were doing. Listening to both, the silence from the GOP leadership on the ‘deplorable occupant of the White House, and the ‘deplorable’ people who try to defend the indefensible, redoubles my sense of pleasure is leaving what I believe is turning into a ‘shithole’ country. 

Photo credit: flickr.com

WHEN WILL EMPLOYEES STOP BEING THE PAWNS?

In this Globe and Mail article, Justin Giovennetti exposes a scandalous and dangerous breach of trust between employees and employers. The increase in the minimum wage in Ontario is at the center of the issue.

The parent company of Tim Horton’s, Restaurant Brands International, claims they have no control over their franchisees, which is total and absolute bullshit. It never ceases to amaze me the shortsighted stupidity of leadership. In a period of time when there is not over-abundance of people to hire, and given the economy and simple demographics, the availability of people to work will only worsen, particularly at minimum wages. To exploit these workers in retaliation for being at the lowest rung on the ladder is deplorable. This smacks of the same lack of proper consideration for all stakeholders recently experienced by Sears’ employees.

Customers are beginning to take notice and to take action to voice their opinion. It is this kind of groundswell of support by customers hitting companies where it hurts most that can bring about the change required to achieve psychologically safe workplaces.

Photo credit: Wikimedia commons