Press Release: April, 2, 2018
CLAREMONT, CA—Businesses should adapt good businesses practices that keep them focused on the right parameters, while adopting a zero tolerance for bad behavior, according to The Society for the Advancement of Consulting® (SAC).
“Businesses should remain focused,” points out Lisa Anderson, known as The Manufacturing Business TransformerSM and president of LMA Consulting Group, Inc., Claremont, CA. “There is no need to get distracted with what’s happening in the media and in the entertainment industry. Instead, businesses should communicate a zero-tolerance policy and make sure that it is part of the day-to-day culture and expectations.
“Remain vigilant in maintaining a positive working environment with engaged employees, while focusing on providing exceptional customer experiences at increased levels of profit and accelerated cash flow. If harassment arises, address it rapidly. Ensure this approach is an expected part of the everyday culture,” she adds.
Mindfulness A Counterforce To Sexual Harassment
Dr. Maynard Brusman, a consulting psychologist, executive coach, and emotional intelligence/mindful leadership consultant notes, “More research is needed to identify personality traits that contribute to sexual harassment. One recent study found a positive association between sexual harassment behavior and the ‘dark triad’ personality traits (narcissism, psychopathy, and Machiavellianism).”
According to Dr. Brusman, “Neuroscience research suggests that our brains are hard-wired for fear and emotional reactivity. Studies on neuroplasticity reveal that our brains and behavior can change. One antidote to aggression, resulting in better judgment and decision-making, is the practice of mindfulness—developing kindness, compassion, and empathy—paying attention to our shared humanity.”
Dr. Brusman advises his clients, “In order to stop sexual harassment in the workplace the role of workplace culture is key. Hiring more conscious, courageous, and mindful women leaders who cultivate a respectful culture for all employees can help curb the problem.”
Image and Brand Are Damaged by Bad Behavior
The stigma of abusive behavior can have a lasting impact on an organization’s brand, according to Linda Popky, president of Redwood Shores, CA-based strategic marketing firm Leverage2Market Associates, and author of the book Marketing Above the Noise: Achieve Strategic Advantage with Marketing That Matters.
“Look at The Weinstein Companies as an example. They went from the darling of Hollywood to bankruptcy in a few short months—once founder Harvey Weinstein’s bad behavior was exposed,” she says. “Other organizations have much rebuilding to do to re-establish the trust and goodwill destroyed by allowing these practices to remain unpunished for so long.”
Popky notes that those organizations that remain true to their brand promise will not allow this kind of abuse once they are made aware of it. “Customers, employees, suppliers, and the community have to believe they can trust a brand. If employees are harassed or attacked without repercussion, how can anyone else trust what that brand says?”
It Starts With the Top
“I don’t think joining a movement is the answer,” said SAC Founder Alan Weiss, PhD. “I think creating an environment of trust and candor in any environment is the key, and that begins with the top executive and zero tolerance for any kind of harassment, abuse, or bias. The board should have the equivalent of an inspector general who can oversee and intervene as necessary.”
About SACThe Society for the Advancement of Consulting (SAC) is an international association of consulting professionals who subscribe to an industry code of ethics and have provided evidence of significant consulting results among their clients. For more information, please go to https://www.consultingsociety.com, write to firstname.lastname@example.org or call 909-630-3943.
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