The use of this seal confirms that this activity has met HR Certification Institutes (HRCI) criteria for recertification credit pre-approval.
This activity has been approved for
(General) recertification credit
HRTrainOnline is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.
1-hour educational program = 1 PDC.
1-hour and 15 minute concurrent conference session = 1.25 PDCs.
3-hour e-learning course = 3 PDCs.
When goals, motivations, and worlds collide, people can be uncivil to each other.
Employees experience emotional exhaustion, health problems, disengagement from job functions, depression, and anxiety. Increased conflict, grievances and legal risks result, putting the future of the organization at risk.
Attend this webinar and learn how to be an ethical HR leader that respects the unique differences of employees and teaches managers and individuals to be sensitive to differences when having conversations and intense discussions. HR leaders learn how civility is tied to respect and how civility and respect can increase engagement.
Since there is no “moral cookbook” for ethical leadership, the webinar explores how HR leaders can teach and mentor through words and actions in order to establish a culture of acceptance and tolerance.
Why should you Attend:
Ethics is the code of conduct or behaviors governing an individual or a group. The code of conduct includes ideas, beliefs, or standards that characterizes the group. In this webinar, ethical leadership models are explored as are the principles of self-identity, social circles, and human spirit. Each entity plays a role in putting in place a personal moral “recipe” for how HR leaders interact and communicate with employees.
An ethical HR leader models civil behaviors for employees and ensures that the EEOC laws that prohibit discrimination are alive and enforced. The ethical HR leader reinforces key civility messages on a regular basis throughout the entire organization.
In every organization there are explicit actions and rules that are spelled out in policies and procedures, yet the implicit culture of the organization permits behaviors that don’t break the rules but are in opposition to the spirit of civility and ethical treatment.
This webinar spells out the requirements for ethical behavior and civility to be commonplace in organizations. You learn how to be an ethical HR leader who:
Areas Covered in the Session:
- Has an established reputation of honesty and fairness
- Consistently upholds a set of ethical principles
- Instills in others that ethics and values are important to organizational operations
Who Will Benefit:
- Create a reputation for integrity and equality
- Show empathy
- Demonstrate your commitment to a set of principles
- Treat all employees as unique and valuable individuals
- Communicate authentically and honestly
- Hold individuals accountable
- Establish uncivil actions that are not tolerated in the organization
- Help the organization respond to ethical challenges
- Mediate when employees disagree
- Use emotional intelligence when discussions get heated
- Help employees understand why disagreements occur
- Guide the entire organization toward attainment of common goals
- Human Resource Leaders at all positions
- Senior Vice President
- Vice President
- Executive Director
- Managing Director
- Regional Vice President
- Area Supervisor
- Team Leads
Karla Brandau is a thought leader in management and team building techniques. She trains managers to improve their relationship with the employees to earn their gift of discretionary effort. She specializes in personalities, communication skills, leadership principles.
She is the CEO of Workplace Power Institute and has educated mangers with her proven leadership principles in companies such as Motorola, Coca-Cola Enterprises, Panasonic, and BYD America.
She has a degree in education and is a Certified Speaking Professional, an earned designation given by National Speakers Association.
Karla’s book, How to Earn the Gift of Discretionary Effort, teaches managers how to be the leader people CHOOSE to follow, not have to follow because of their position on the organizational chart.