Aggression in the Workplace: Preventing and Managing High Risk Behavior 

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"Preventing Workplace Violence" for Managers and Employees

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Greetings!

Welcome to our March newsletter. Hopefully, spring is right around the corner for many of us. I just returned from a trip to Singapore, enjoying some of the warmer weather there. I was there to learn, and to discuss the application of our services more globally with one of our colleagues based in Hong Kong. As I discussed in our last newsletter, Workplace Violence is getting increasing attention globally, and Asia is no exception.

Because of my recent travel, this issue will be somewhat shorter than usual. It will consist of a couple of announcements, and some brief thoughts about what I think is an impending issue, as opposed to a more full length article - but I promise to double it up next month.

We are currently gauging the interest in a new workshop - one that I have delivered within certain high-risk organizations and at conferences in a more abbreviated form, but have not provided extensively to the general population of managers and professionals. This would be 1 to 2-day workshop on "Crisis Negotiations: Dealing with Difficult People". My co-trainer would be Dr. Todd Conklin, who has a wealth of training experience in this particular specialty. As those of you who have seen him can attest, Todd brings a very engaging and entertaining presence to any program. He and I would bring together our overlapping perspectives and experiences, for what I think would be a uniquely comprehensive program that will be applicable to a wide range of circumstances. If you have any interest in this kind of training program, please let us know. Email is best: mmcelhaney@craorg.com.

As always, we look forward to any comments or suggestions that you may have about this newsletter. Always feel free to suggest topics of concern. Also, if you are ever in the Atlanta area, please drop in. Since much of our work is by telephone, we do not have as much chance as we would like to personally meet with our clients and colleagues. Also, if you would like a meet up at your location, let me know, as my travel may take me to your area periodically.

Talking about visiting, our entire team will be in Atlanta April 20 - 21 for our twice-yearly Case Conference and Associate Meeting. If you are in Atlanta then, it will be an excellent opportunity to meet some of our associates who will all be physically in one place at one time (which doesn't happen very often). Just let us know; we would be happy to see you.

 Sincerely,

The Consequences of Worker Productivity: Passing Thoughts

The US Department of Labor recently reported that "Worker Productivity" continued to rise during the fourth quarter of 2011, as it has been doing for a few years now.

I visit many organizations in a variety of settings, and this is fairly consistent with my overall perception - people are working harder and worker longer hours. The natural consequence, whether we like it or not, is that dissatisfaction is up. This may or may not be true in your particular organization, but it is a general sense that we have experienced.

Increased dissatisfaction usually results in new decisions - quitting, transferring to a new job, etc. However, as we all know, jobs are scarce, and people are staying put. I cannot tell you how many times, when I have asked someone how they are doing, their response was, "Well, At least I've got a job." (As if that's all they've got, and they are not too happy with it, either.)

What does this mean for the future? First of all, no one is currently complaining much about it, since the job market is low (and therefore nothing is being done about it.) But that means that there could be a deep well of resentment that is just not being surfaced. None of us has to retake that high school Physics class to learn what happens when pressure builds up within a closed system.

Most of the consequences may not actually occur during the bad times, but when it starts to get better. When people believe that they have more options, only then will they begin to voice their concerns or risk exhibiting behaviors that they would not consider when they feel more vulnerable.

Further, it is safe to say that if there is widespread dissatisfaction (with limited movement between jobs), then it is certainly likely that there will be a great deal of turnover in many organizations if the economy and job market improves, that could impact those organizations critically. It is a possibility that many organizations may want to prepare for now.

CEO, Critical Response Associates

Critical Response Associates

P.O. Box 29644 Atlanta, GA 30359

Phone/Fax 888-391-2214