Your Attempt at Giving Feedback to a Toxic Person Failed

OVERVIEW

“They are often known as narcissists, bullies, and clever chameleons who knock down, but kiss up,” said Dr. Mitch Kusy, author of his newly released book, Why I Don’t Work Here Anymore: A Leader’s Guide to Offset the Financial and Emotional Costs of Toxic Employees.

They shame, manipulate, and belittle in public and private as their modus operandi. Leaders often feel the angst they cause, but are often unaware of how prevalent they are or how much they cost—in terms of money and team performance. Until now!

Dr. Mitch Kusy conducted an extensive 3-year national study of over 400 individuals on what makes toxic people tick—and how to successfully handle their disruptive behaviors and design cultures of respectful engagement. Before giving feedback, Dr. Kusy recommends that leaders first determine the financial cost of uncivil cultures through his heavily researched Toxic Cost Worksheet.

This will help leaders drive “stake in the ground” that these behaviors not only erode personal well-being and team performance, but also the bottom line. How much of the bottom line?

Through this Toxic Cost Worksheet, it will be up to 6% of total compensation costs throughout your entire organization! Once this stake in the ground is firm, giving feedback to a toxic person become far more effective and successful.

WHY SHOULD YOU ATTEND

FEAR

They are likely the most gossiped topic at the water cooler—toxic employees! They shame, manipulate, and belittle in public and private as their modus operandi—and create fear!

UNCERTAINTY

We feel the uncertainty they cause but are often unaware of how significantly they erode team performance, reduce the bottom line, and are the #1 reason good people quit.

DOUBT FACTORS

This webinar, based on Dr. Kusy’s national research study, removes our doubt factors in what to do because he informs with evidence-based practices.

AREAS COVERED

• Dealing with negative people and reducing the severity of toxic behaviors, which are rated by 92% of employees from 7 to 10 on a 10-point scale. 
• Giving feedback to a toxic person based on whether the employee is a peer, direct report, or boss. 
• Deal more effectively with the 94% of employees who have reported they have worked with a toxic person in the past 5 years.
• Be exposed to a simple assessment tool to understand how team climate impacts everyday civility, as 87% reported that team climate worsened as a result of a toxic person.
• Employee performance management strategies to prevent the erosion of your customer business since 90% of customers who witness a toxic interchange between two employees tell others. 
• Identify top strategies to start the feedback conversation, keep it rolling positively, and end the conversation with critical actions.

LEARNING OBJECTIVES

In this webinar, Dr. Kusy helps leaders separate performance problems from toxic behavior problems. They are different and needed to be treated differently. Giving feedback to a toxic person is one of the most painful forms of feedback.

Why?

For three reasons.

• First, toxic people are often clueless about the impact of their actions on others.
• Second, leaders stumble over how to give feedback because it’s not as cut and dry as performance problems.
• Third, leaders often don’t understand the subtle differences in giving feedback to a toxic peer, a toxic direct report, and a toxic boss.

This webinar shares all three perspectives so that leaders will be well-poised about how to deal with a toxic employee and providing feedback in the most successful light—all formed from extensive research and evidence-based practices of Dr. Kusy and others.

WHO WILL BENEFIT

• All industries—profit, non-profit, government, healthcare, education, etc. 
• Leaders, managers, and supervisors
• Human resource professionals
• Talent development professionals
• Counselors
• Coaches
• Talent development professionals

Use Promo Code MKT10N and get flat 10% discount on all purchases