Managing Sexual Dynamics and Preventing Harassment

Griggs Productions Diversity Relationship Culture

Services: Diversity Training Workshops

8. Managing Sexual Dynamics and Preventing Harassment

WHAT:

As organizations embrace such management strategies as team-building, cross-functional work, and increased customer contact; the intimacy of work-related interactions multiplies and the challenge of sexualized relationship patterns in the workplace.

We motivate individuals, teams and organizations to do something proactive, creating awareness and preventing depleting patterns from becoming an organizational problem
We provide strategies and skills to prevent the downward slide to a hostile work environment and sexual harassment
We help you build a work culture that is more open yet has clearer boundaries, more nurturing and less controlling, less sexualized and more productive

Part One: Understand Sexual Dynamics and Stop Harassment

Part Two: Strategies and Interventions to Prevent Harassment

Part One

Managing Sexual Dynamics and Preventing Harassment

Learn to Manage Sexual Dynamics and Stop Harassment

WHO:

Leaders, managers, supervisors,team leaders and trainers (Part Two also recommended)
Leaders and members of today's team-oriented workplace that demands close relationships, synergy, high performance & intimacy, without sexualization
Employees who need to become more sensitive about inappropriate sexual dynamics
Personalized and Customized Executive Coaching

WHAT:

This course opens the debate about the challenge of sexualized relationship patterns in the workplace.
This course prepares individuals and teams to do something proactive to build a more open culture that has clearer boundaries and is less sexualized.
After completing this course, participants should be able to:

- identify organizational, team, interpersonal, and personal dynamics that sexualize the workplace

- look beneath the surface to really see what is going on, long before the crisis of sexual harassment

- examine depleting relationship dynamics across gender and other differences and discover what is behind them (sexism, gender stereotyping)

- notice the difference between the natural intimacy that teamwork brings and sexualized patterns that interfere with workplace goals

- examine how boundaries in today's workplace have changed

- understand that relationship dynamics are a bottom line business challenge and can identify depleting & enhancing relationship dynamics

- recognize when sexual dynamics are a personal, interpersonal or an organizational issue

- walks away motivated to make relevant personal, and interpersonal changes

Sample Agenda Items

Introduction, Learning Objectives & Needs Analysis

Key Concepts and Challenges

Relationship Dynamics

Sexual Dynamics and Sexual Harassment

Who Is Responsible For Change?

Personal Patterns: Case Studies, Skills and Responsibility

Interpersonal Patterns: Case Studies, Skills and Responsibility

Organizational Patterns: Case Studies, Strategies and Responsibility

Change: Prevention Principles Rather Than Crises Intervention

Making a Commitment and Closure

Course Products

Your specific content, context or user level needs will help guide the use of products and classroom activities that best meet different employee targets. Valuing Diversity®: You Make the Differences and Supervising Differences; Human Energy at Work®: Sexual Dynamics; and No Potential Lost®: Organizational Effectiveness

Course Delivery Factors:

Who: Individual Employee or Executive Coaching

Small or Large Employee Groups

Train-The-Trainer: Individuals or Group

Size: Single or Multiple Roll-Out ( number of groups?)

Where and When: At Organization Site

Cost: Contact Us

Part Two

Griggs Productions: Managing Sexual Dynamics and Preventing Harassment

Strategies and Interventions to Manage Sexual Dynamics and Prevent Harassment

As organizations embrace such management strategies as team-building, cross-functional work, and increased customer contact; the challenge of managing the intimacy of work-related interactions multiply. Learn the strategies and skills to prevent the downward slide to a hostile work environment and sexual harassment.

WHO:

Leaders, Managers, Supervisors, Team Leaders and Trainers who want to learn strategies and skills to prevent hostile work environments and sexual harassment. (Part One is also recommended)
Personalized and Customized Executive Coaching (Part One is also recommended)

WHAT:

Understanding the Challenge of Sexual Harassment

Developing the Strategy

Phase I: Dipstick Analysis

Phase I: Current Reality to Desired Future

Phase II: Prevention Strategy Design

Phase II: Each Level of Strategy Design

Phase III: Training Process

Understand the Competency Process ( AISA)

Awareness

Personal Space Exercise

Pre and Post Tests

Guidelines for Personal Awareness & Interaction

Interactive Prevention Process

Viewpoints

Information

Sexual Harassment Policy Statement

Interrelated Concepts

Concepts & Definitions for Sexual Harassment

Sexual Harassment Behavior Spectrum

Sexual Harassment Behaviors

Myths about Sexual Harassment

Why Victims Don't Always Speak Out

Print and Video Resource Materials

Overview of EEOC Guidelines

Skill Building

Scenarios and Role Plays

Discussion Framework

Application

General Complaint Procedure Guidelines

Recipient Guidelines

Facts to Consider During the Complaint Process

Common Defenses for Sexual Harassment

Facilitator Checklist

Course Products

Your specific content, context or user level needs will help guide the use of products and classroom activities that best meet different employee targets.

See Product Details for Employee Content Options:

Valuing Diversity®: You Make the Difference and Supervising Differences; Human Energy at Work®: Sexual Dynamics; No Potential Lost®: Organizational Effectiveness, and the Sexual Harassment Prevention Process: Training Resources & Tools Manual.

Course Delivery Factors:

Who: Executive Coaching

Groups: Managers, Supervisors and Team Leaders

Individuals or Groups: Train-The-Trainer:

Size: Single or Multiple Roll-Out ( number of groups?)

Where and When: At Organization Site

Cost: Contact Us

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