• HR Investigations,  interviews,  quotes,  Teresa,  toxic workplace

    Redbook Magazine Quotes Daniel: Women Need to Know They Don’t Have to Take Bullying in the Workplace

    Women Need to Know They Don’t Have to Take Bullying in the Workplace Namie is skeptical of HR’s ability to broker change, and Teresa A. Daniel, Ph.D., an employment lawyer and dean of the Human Resource Leadership Program at Sullivan University in Louisville, Kentucky, agrees that going to HR can make things worse — and has in many cases. Nonetheless, she argues that it is the first step: “HR can be a great resource, but it depends on the culture of the organization. At organizations that say, ‘We treat everybody with respect and won’t allow this kind of interaction to stand,’ bullies end up either getting fired or quitting.” If…

  • executive coaching,  Gary,  publications,  Teresa,  toxic workplace

    Toxic Leadership in Context

    A sizeable body of research and other literature has been developing about toxic leadership and workplace bullying. Our earlier work found distinctions between tough bosses and true bullies in the workplace. A later study showed that military officers were able to clearly identify differences between tough but effective leaders, and toxic leaders. That work was extended into the organizational climates which seem to promote toxic leaders and bullies. Other colleagues have explored potentials for changes in bullying behavior through executive coaching interventions, noting that some executives simply lack awareness of their behaviors, or the effects on those around them. The focus of this paper is the synthesis of earlier findings,…

  • executive coaching,  Gary,  HR consulting,  publications,  Teresa

    Taming the Beast

    Although their approach is widely criticized, it is fair to say that bullies represent a functional part of many organizations. They come in all shapes and sizes, all ages and both genders. Bullying is targeted and abusive behavior. It is personally destructive and should have nothing to do with advancing legitimate organizational goals. Despite its negative connotations, though, anyone who works in an American corporation can easily see that arrogant and abusive leaders are frequently rewarded with promotions, increased pay and bonuses, as well as more power and influence. In a nutshell—bullying pays off. This paper will examine the ways American corporations unwittingly conspire to make workplace bullying a rational…

  • Gary,  HR consulting,  news,  publications,  research,  Teresa

    Executive Perceptions about the Effectiveness of HR

    In 2012, a study was initiated to examine how senior leaders in organizations throughout North America perceive the effectiveness of human resources professionals. The overarching objective of the study was to identify the issues most responsible for creating conflict between executives and HR practitioners in an effort to improve the working relationship going forward. The study utilized a mixed-methods approach based on research conducted across three strategies of inquiry: (1) semi-structured interviews, typically lasting between 60 to 90 minutes, with 18 corporate executives located throughout North America; (2) surveys of 171 HR professionals conducted in two separate groups; and (3) a comprehensive review of the relevant literature. Six strategies emerged…

  • HR Investigations,  publications,  research,  Teresa,  toxic workplace

    Caught in the Cross Fire—When HR Practitioners Become Targets of Bullying

    Recent studies about the prevalence of workplace bullying have confirmed that between 27 percent and 35 percent of employees in the United States report that they have been the target of bullying at work. Although there are several studies of bullying among US employees at large, there are only a few that examine bullying and its impact among HR professionals. The most recent study found that 36 percent of the 526 practitioners responding to a LinkedIn poll reported that they had been bullied at work. In addition, a study conducted in 2008 reported a prevalence rate among HR practitioners of 80 percent. Of the 102 HR professionals completing the study,…

  • executive coaching,  HR Investigations,  Teresa,  toxic workplace

    Workplace Bullying in American Organizations

    For nearly two decades now, management experts, scholars, practitioners, and authors of popular business books have urged American employers to treat their employees with respect, engage in open dialogue, eliminate fear, and encourage employee input and feedback. At the same time, employers have also been encouraged to lead their organizations toward the creation of a fair and respectful culture—one that includes fairness, civility, and dignity for the employees who work there through effective leadership, employment policies, benefit programs, internal communication, and the like (Daniel & Metcalf, 2001; Daniel, 2003a, Daniel, 2003b; Daniel, 2006; Daniel, 2009b; Deming, 1982, 2000; Drucker, 1992; Goldsmith et al., 2003; Hartling & Sparks, 2002; Hornstein, 1996,…

  • Gary,  our values,  Teresa

    Our Values

    Our Values Through our work as both scholars and practitioners, we have come to the opinion that an almost obsessive focus on getting the culture right is the single best strategy to set an organization up for long-term success. For us, a positive and healthy workplace climate includes the following: A work environment that is respectful, flexible, fair, and inclusive; Capable leaders who inspire trust and who are uncompromisingly ethical; Supportive management who continuously coach and develop employees; Opportunities for employees to do work that feels meaningful; Frequent, transparent, and honest communication; Recognition and appreciation for good work; Opportunities for employees to grow and develop; and Accountability for adhering to…

  • books,  Gary,  publications,  Teresa

    Teresa Daniel, Gary Metcalf: Books

    Books Guardrails: Taming toxic leaders and building positive cultures. Alexandria, VA: SHRM Books (2021, forthcoming), co-authored with Dr Gary S. Metcalf. Organizational toxin handlers: The critical role of HR, OD, & coaching practitioners in managing toxic workplace situations. New York: Palgrave Macmillan (2020). This book examines the important role of HR practitioners acting as toxin handlers within their organizations and the dangers they face when dealing with toxic workplace emotions caused by difficult organizational decisions, such as mergers and acquisitions, staff reductions, and restructurings. Exploring what they do, why they do it, and the personal and professional rewards created by the work, it also examines the dangers that await them…

  • books,  Teresa

    Teresa Daniel: Academic Research

    Managing Toxic Emotions at Work: An Empirical Study of HR’s Role and its Impact on Personal Well-Being and Organizational Effectiveness: an empirical, qualitative study designed to better understand the role of HR practitioners in dealing with organizational tension and toxic emotions and the impact that assuming this role has on their personal well-being and their organization (Research was approved for funding by Sullivan University in December 2017). The study resulted in the development of a new grounded theory and conceptual model which suggested that a central aspect of the HR practitioner’s role is to act as an organizational toxin handler. This study also confirmed the five core actions of a…