One of the hardest things to do when we're in the conflict resolution part of the process is think about making concessions. The idea of compromise has kind of become a dirty word, one that we don't like to use. But if you think about it...being willing to make some concessions when you're in the conflict resolution process is a really important part of being able to move forward.
Leaning in, making eye contact, and nodding along is helpful to show others that you are engaging in active listening. But one thing we have to keep in mind as we work in a more and more diverse workforce, is that sometimes there are cultural norms that change how body language can be accepted or given. In today's Mindset Monday video, Ashley Virtue, highlights cultural differences in body language that all managers should be aware of.
On August 15, California Governor Gavin Newsom signed Senate Bill (SB) 778, which updates the state’s sexual harassment training requirements. This law is an amendment to SB 1343. With this new law, employers with five or more employees are required to provide the following: ▸ A minimum of 2 hours of training and education regarding sexual harassment to all supervisory employees ▸ And at least 1 hour of training and education regarding sexual harassment to all nonsupervisory employees in California within six months of their assumption of a position. SB 778 permits employers who have provided training to an employee in 2019 to offer a “refresher” training to that employee two years thereafter (rather than the January 2021 deadline). This will avoid forcing employers who have already provided compliant training from having to do so twice in a single two-year period.
Walking meetings or "walk and talk" is a growing trend in the workplace. Recent research finds that the act of walking leads to increases in creative thinking BUT as a manager, you should be aware of the pros and cons. In this week's episode of Mindset Monday, Ashley Virtue shares the Do's and Don'ts of walking meetings so that you can bond with employees without stepping over any bounds.
Becoming fluent in conflict resolution can feel as if you're speaking a different language because - you are! Ashley Virtue, Dir. of External Relations, shares her tips on how you can start to integrate your conflict resolution skills to your everyday life so that it starts to feel more natural.
What's the difference between mediation and taking legal action? Ashley Virtue, Dir. of External Relations at the National Conflict Resolution Center, shares her thoughts in today's episode.
When we experience fear or anxiety in a situation, our natural instinct is to either fight, flight, or freeze. In today's Mindset Monday video, Ashley Virtue, Dir. of External Relations, shares a quick tip on how you can exercise your brain so you don't automatically jump to these responses when faced with confrontation.
Have you been wondering what the National Conflict Resolution Center has been working on this year? Steve Dinkin, President of NCRC, shares an update on how our organization is making an impact in the community with the Avoiding the Pipeline to Prison initiative, A Path Forward Dialogue Series, and the Art of Inclusive Communication. We want to thank our partners The San Diego Union-Tribune , UC San Diego, San Diego State University, Stanford University, and the community college district for helping us create positive change in our society.
Have you ever got caught up in the moment and wished you could have a do-over? Ashley Virtue, Dir. of External Relations, shares her tips in today's Mindset Monday video.
Did you know that in 2018, California expanded the scope of its sexual harassment training laws?
The Senate Bill No. 1343 impacts any employer with 5 or more employees. By January 1, 2020, these employers must implement the following: For Supervisors (current or within 6 months of their assumption of a position): ▸ At least 2 hours of classroom or other effective sexual harassment training or education. For All Non supervisory Employees: ▸ Employees (current or within 6 months of their assumption of a position): at least 1 hour of sexual harassment training and education. ▸ Seasonal or temporary workers (under 6 months): at least 1 hour of sexual harassment training and education within 30 calendar days after the hire date or within 100 hours worked, whichever occurs first. For All Employees (current or within 6 months of their assumption of a position): ▸ Recurrent sexual harassment training and education once every two years.