Dr Paul White’s Keynote and Workshop Topics:
Creating a Positive Work Culture Through Authentic Appreciation
In spite of the efforts made through employee recognition programs, many workplaces continue to have departments that struggle with poor morale. In many settings, cynicism and negativity continue to grow. Supervisors become frustrated, not knowing how to support and encourage their staff. Discover the difference between “going through the motions” recognition and authentic appreciation. Utilizing humor, real-life stories, and videos, Dr. White will share the core conditions for individuals to truly feel appreciated and give practical tools that will empower you to encourage your staff in the ways that are meaningful to each individual.
Neutralizing Negativity in Your Workplace
Negativity, in its many forms, is one of the hallmark characteristics of a toxic, unhealthy work environment. And, unfortunately, negative actions and attitudes continue to be a challenge in most workplaces – at least in some areas, if not across the whole organization. Discover the vast number of negative behaviors that permeate work relationships, and more importantly, where they come from. While numerous sources of negativity will be explored, understanding the critical role of staff expectations is key. From this training, participants will be given the tools and practical steps they can take personally to reduce the negativity in their daily work lives.
Practical Steps for Keeping Remote Employees Engaged
More and more American employees are working remotely and the proportion of remote workers continues to increase every year. Additionally, between 80 – 90% of the U.S. workforce report they would like to work remotely at least part-time. Since we know that when employees feel appreciated, their engagement increases and turnover decreases (as well as a number of other positive benefits occur), a key question becomes: how is appreciation effectively communicated to remote colleagues?
Conducting research with over 86,000 employees, Dr. White compared how individuals in long-distance work relationships want to be shown appreciation in contrast to those who work in face-to-face settings. He will share these results and the practical implications for supervisors and managers who work with remote employees. Information will be given both about the preferred appreciation languages of remote workers and practical actions these employees suggest for making long-distance appreciation more effective.
Dealing with Dysfunctional Team Members
One of the greatest challenges in our work is dealing (effectively) with those with whom we work – supervisors and managers, colleagues, and customers. Blaming, making excuses, entitlement, controlling information, creating conflict, passive-aggressiveness – all are dysfunctional patterns commonly seen in the workplace. Often, we know we are frustrated with others but don’t what to do to “fix the problem” or just how to survive the day! As a psychologist, Dr. White provides insight into the behaviors that create such intense turmoil and gives practical tips on how to respond in a healthy way – and not go crazy yourself!
Not All ‘Generational Issues’ are Really Generational: Managing Disrespect & Lack of Trust
Tension among employees and managers who are members of different generations clearly continues to be an issue. As a psychologist, Dr. White has investigated the issues which seem to underlie much of the tension experienced. The answers may surprise you. Dr. White will discuss the question, “Are ‘generational issues’ really generational?”, and offer other potential explanations for the behaviors observed. He will also help participants understand why (and when) we feel respected and disrespected, and practical steps to take to address the issue. Finally, he will offer the four core components of trust, our culture’s misunderstanding of not trusting others, and actions each person can take to begin to build (or rebuild) trust with others.
More info at www.appreciationatwork.com or contact firstname.lastname@example.org