Bad atittudes can threaten the essential functions of your organization. They spread like viruses from individual employees through departments and infect ntire organizations. Once an attitude virus begins to spread, it can become an epidemic in no time. Productivity suffers and so individual workers. With THE ATTITUDE VIRUS: CURING NEGATIVITY IN THE WORKPLACE, you will learn how to vaccinate your organization from this potentially devastating threat. If you spot these warning signs, an attitude virus ould be spreading through your workforce: + Resisting change + Lack of commitment + Spreading gossip + Condescending perfectionism

How often have you heard someone say, "I'd like to get rid of conflict in my life?" According to management consultant, author, and dynamic lecturer, Dr. Pat Heim, the day we're rid of conflict is the day we die. Conflict, like death and taxes, is something we can bank on throughout our lives. "But one of the great ironies about conflict," says Dr. Heim, "is that conflict is a central component for developing team cohesion in the workplace." The art of conflict management on the job and in all interpersonal relationships is the subject of Conflict: The Rules of Engagement. Dr. Heim takes viewers through proven strategies which neutralize some conflicts straight out, or simplify complex conflicts into manageable ones. The end result is a more productive and respectful organization. Joining THE POWER DEAD-EVEN RULE AND OTHER GENDER DIFFERENCES IN THE WORKPLACE, and INVISIBLE RULES: MEN, OMEN & TEAMS, CONFLICT: THE RULES OF ENGAGEMENT is the third program in the best-selling Pat Heim library from corVision Media. A corVISION Media Release Produced by Cynosure

What is dialogue - contrasting debate and dialogue. Iniating Dialogue - how to do it, where to do it. The skills of Dialogue - Suspension (of judgment, decision making and status); Listening (with empathy, for understanding, showing you care); Discovery (uncovering and sharing hidden assumptions in yourself and others). Includes a dramatization of how Dialogue helps us com- municate across job functions, helping improve relations between people at different levels within the organization as well as between different departments or areas of expertise.

We apply the skills of dialogue outlined in Program 1 to challenges faced in culturally diverse work environments. We see a dramatization that demonstrates ow dialogue can be used to open communication, uncover hidden assumptions, break down stereotypes and facilitate more productive relationships.

A dramatized dialogue shows us how the skills we learned in Program 1 can be used to overcome misunderstandings, break down gender stereotypes and mprove communications between men and women at work.

We demonstrate how the skills of dialogue can be used to bridge the personal and professional style differences that exist between employees of different ges. We uncover how divergent personal and world views common to people of different generations can lead to misunderstandings and distrust and how dialogue can help overcome age barriers and build more productive workplace relationships.

FACING ANGER introduces five employees of the same organization who represent some of the classic examples of anger experienced in the workplace. * Andy, a supervisor, is The Bully, someone who needs to keep control of everything. His type likes to lash out at safe targets who cant retaliate. * Bonnie is a Blamer, always looking for something or someone to get mad about. # Carl is The Chronic, a moody type who is never satisfied with anything and is angry all the time. # Dan is The Short Fuse, living proof that it's asier to get mad than it is to think first. # Edie is The Camouflager disguising her anger with Passive-Aggressive behavior, usually with sarcastic remarks or feigning ignorance and lack of ability. This collection of employees, along with others, is discovered at a Workshop being conducted on the premises by Fran, a professional therapist. After ntroducing her audience to the subject, (hitting very close to home with our five main characters) Fran takes her audience, (and the viewer) through several approaches that can be practiced for managing anger. Told in their own words, in the form of Anger Logs, the five employees are seen implementing the techniques as they use several successful approaches to dealing with their anger.

People is a visually engaging 4-minute launching point to any session you're conducting. It's a video that wont interfere with the skills you teach; it only reinforces what you've already developed. People was originally inspired 7 years ago by a mere three lines from a poem, and was more recently impassioned by observing the outpouring of global humanity after the unfortunate tragedies of our new century. It's interesting to observe how the world drops all of it's prejudices and differences and rushes to the aid of those in need, regardless of race, religion, country or political differences during times and events such as these. People beautifully illustrates the potential of these universal human traits of kindness, generosity, and respect in our workplaces. This powerful, 4-minute video gets to the heart of the one thing that unites all people on earth. This one thing is the key to success in all our relationships. Find out what this one thing is - Preview People today! You've never seen anything quite like it. It is NOT a meeting opener. It is a session anchor, an essential tool for every program you conduct.

this program takes a strong customer service training approach to the issue of working with hostile customers. Important communications skills are taught which will help employees turn difficult customer service challenges around. However, where abusive customers cross the lines of acceptable behavior, employees are empowered to put their physical and emotional safety first.

This video defines the role leaders must play in creating and supporting a non-violent, respectful workplace. We explore the organizational costs of inappropriate behavior, diffusing hostile situations, aligning policy and behavior with the organization's values, how conflict can be a positive force, and the organization's responsibility to provide effective avenues for dispute resolution.