Less than three, it's the way they talk to each other. So we're going to do in this module, we're going to start looking at each individual suggested set of observations. And I'm going to talk to you about what you can do as a manager, as a team leader, as a supervisor, to influence people to behave in a way that demonstrates that they respect one another. And the first one there is team members sharing a friendly greeting and talking civilly to each other. So when I say talking civilly, I mean talking in a civilized nice way towards one another that demonstrates that they respect each other. So how do you influence members of your team to share a friendly greeting and talk to each other civilly?

Set the example share your personal expectations positively reinforce the rights behavior, challenge of failure to meet the standards and take a zero tolerance approach to bullying. So there are some suggestions about how we can encourage people to talk to each other civilly in a friendly way, professional way, and say a greeting to each other. So the first thing that we need to do is obviously set the right example. So first thing in the morning or first thing on shift, we would take the lead in saying good morning to members of our staff. Good morning, Paolo, how are you today? I'm very well thank you.

How are you? now though, it sounds obvious. I've worked in many organization where people complain to me that their manager doesn't even give them the time of day which is a expression for meaning they don't really say anything to them at all. They don't say hello to them. They don't ask them about their health or well being. So whilst it might be obvious, it's not something that all managers and supervisors do.

So setting the example is very important. actually speak to your team. Now, whilst it sounds obvious, it clearly is not always easy. Why is that? Why might it not always be easy for you to take the lead in setting that example? Well, sometimes the stress of the job means that you're thinking about lots of things and you're very stressed and you're quite unhappy.

Maybe you've got issues, and you just don't feel like being all friendly and nice and so on. It could be that you also have challenges in your private life. You've got issues outside of work that are on your mind, and it's making you unhappy, and you don't necessarily feel all that friendly and warm and gushing when you go to work because of that. Or it could be that you don't feel very well. So you feel a bit rubbish or you feel a bit poorly, you could feel very tired from work or whatever. So it could be that you don't feel particularly well.

So all these are reasons why we might not make that greeting or speak nicely and friendly civilly to each other. But of course, it's still setting the wrong example if we don't do it. So it's not easy, always. But the advice is, if you want your team to respect each other, then obviously you as a manager, as a team leader, as a supervisor, you need to set the example and do the same, make an effort to make it happen. Sometimes, of course, you can be lost in thought. So you don't do it on purpose.

You're just thinking about a lot of other stuff that's happening. And somebody says hello to you, and you didn't even hear it because you're so preoccupied. So that's quite difficult because sometimes you can do that without even knowing it. So we just need to be aware of that. And if somebody points it out to us, then of course, we can apologize. I'm so sorry.

I just lost in my thoughts there. Hello, good morning. How are you today? So this course is one of a suite of courses about culture change. So this one happens to be about respect. If you've had or watched any of these other series of courses, you'll see some common themes that crop up.

This is one of them. Share your personal expectations with your team members. In other words, explain to them that you expect people to greet each other and to talk to each other with respect. It's the way things are done around here is the way things are done in my team. So you're stating that you expect people to talk to each other with respect. Clearly that means that as we've said from the last slides, that you have to set the example of that you're setting the example also state It.

So why don't positively reinforce it when you see it. Now, whilst each individual positive conversation would probably not be appropriate to constantly be praising people for speaking to each other civilly, you might at various points want to just feedback about how well the team does in this area. So something like I just wanted to say, how I appreciate the way you show respect for each other. I can tell by the way you talk to each other, and it makes me proud, but just really feeling that to let the team know that this means something that's important to you. Another area where you can encourage this behavior is through the appraisal process. So one of the things that you could be doing on an appraisal or a yearly review or a six monthly review, you could be recording how they're doing in this area.

So for instance, They're doing well. And Ill always shows respect for other team members, by the way, he talks to them, even in high pressure situations. So you write that down, it's documented that that's an area of their performance, that you like that you want to reinforce it, you want to encourage so include it in the appraisal in the review. cost. The other side of that is that you will challenge failure to meet those standards. You've already said what you expect, you're setting the example.

So when people don't meet those standards, you're going to challenge that but of course in a respectful way. Hi, Marnie. I'd like to talk to you about the conversation I heard you and Donna having this morning. So you've heard something you're not too happy about the way the conversation went. nuanced. I'm a little taught to Marnie who seems to be the one who is perhaps not showing the respect That you expect from your team members.

So you and Marnie now have a discussion about that event that happened in the morning. Okay, sounded a bit heated. What was it all about? Again, you continue with the conversation. you reply. Oh, it sounds like you were both stressed.

I'm glad you got it sorted out in the end, Marnie, I was a little concerned by the way you spoke to Donna, what are your thoughts about that? So do you notice how you're calmly, nicely, respectfully, asking Marnie, to explain to you what happened, and getting her to think about her behavior in that way? Now, if you don't care about having a culture where people talk to each other with respect, then clearly you don't need to have that conversation. But I'm assuming if you've taken this course, then you want people to speak to each other with respect and that could be one Way to influence people's behavior just by calling it out when you see it. Likewise, with behavior that is a pattern, perhaps of disrespectful communication or conversation, you might include that in the appraisal or the six monthly or the three monthly review to.

So you might say something like, under stressful situations, money will at times, lose her temper and is working on, on how to improve in this area. So you're recording that you've noticed it. It's an error you'd like Barney to work on, and you're encouraging her to keep on working on it. And you're going to keep on mentioning it in the appraisal. And hopefully, you'll be able to say how well she's done the next time you talk about it. But if not, you're going to continue to raise it as an issue and it's part of her performance.

I'm not going to go into it. A lot of detail about bullying today. But clearly, bullying is stepping right over the line when it comes to respect. Clearly we need to take a zero tolerance approach to bullying. So sometimes people are not sure what bullying is. So here's some words to identify it.

So if you see somebody who's intimidating somebody else, then that's the description of bullying. If you see another team member degrading or making somebody feel they're not as important to somebody else and that's degrading behavior. And if you see somebody humiliating somebody else, then again that would also be called bullying. So those three words are ways to identify if you're seeing bullying. As a business, you may well have some protocols for dealing with bullying, and I would suggest you follow those. As a team leader, as a supervisor and a manager.

It should be clear to your team that there is no place for Bullying within your team and if you see it, you will deal with it.