I just got an email from a spammer offering SEO help for my very old website — www.NoWorkplaceBullies.com. I hadn’t thought about that site in ages, so I typed in the link… and there it was. The original website I built the day I started my business — though it wasn’t called Civility Partners yet.
Seeing it brought back a flood of memories. I was reminded that this has truly been a journey.
Back then, I was desperate to prove that workplace bullying was real. That it mattered. That it was costing companies dearly — even if they didn’t realize it yet.
Today, pumping out tons of content is just part of doing business. But 16 years ago, loading a site with pages and pages of information felt excessive. There was hardly any social media to help me spread the word. I just hoped someone would Google “workplace bullying” and find me.
And then, someone did.
A small manufacturing company in the middle of nowhere reached out. Their COO was bullying employees, and while the CEO adored him and wouldn’t intervene, the CFO — way ahead of his time — recognized the toll it was taking. He finally convinced leadership to get help.
I thought, “I should audit this place.” That’s what I’d learned in grad school, anyway. So, I flew out there, stayed in a crummy motel, interviewed several employees, and — with no real plan — gave it my best shot. For $3,000, I ran my first client engagement.
Turns out, I had a ton of solid recommendations after those interviews. That moment sparked everything. I thought, I know how to make things better. I can do this.
And I did. I have been ever since.
Today, the terminology has evolved — “employee experience,” “DEI,” “toxic culture,” “bullying” — but one thing hasn’t changed: HR still has to fight uphill battles to get CEOs to take these issues seriously. Even with mountains of research proving the financial harm of toxic leaders, executives still hesitate to hold their toxic yet top performers accountable.
That’s why I was thrilled when Wiley asked me to write Navigating a Toxic Workplace For Dummies. It felt like a full-circle moment. After all these years, I now have a powerful platform to amplify the message I’ve been shouting since day one.
I didn’t need the validation — our work with clients speaks for itself. But hearing Wiley say, “I want you to write it,” no competition, no vetting… they’d picked me. It meant something. It felt like recognition for years of grinding, learning, and growing.
So thank you. To everyone who’s supported me over the years. And to the Civility Partners team — you are the engine behind our success. We may be small, but we’re working with multinational giants and the same kind of small, rural companies that gave me my start, and everything in between. With over 250 clients, our impact is wide and deep.
If you’re feeling overwhelmed by workplace culture issues — whether you’re strapped for time, short on people power, or simply don’t know where to start — reach out. We’re your people.
Check out my book and join our virtual book launch party on July 9th, at 11:00 AM PT. It’s more than just a celebration—it’s a chance to hear behind-the-scenes insights from me, join a meaningful conversation about creating positive workplaces, and connect with like-minded professionals. Plus, some lucky registrants will receive surprises!
It’s not just a guide. It’s a milestone.
PS: I’m incredibly grateful to everyone who participated in my book giveaway. Your thoughtful comments, personal stories, and commitment to creating better workplaces truly moved me and I read every single one with appreciation. All giveaway winners have been notified via LinkedIn messages. If you weren’t chosen this time, please know that your voice matters deeply. Your insights are powerful, and the work you’re doing to foster respect and kindness in the workplace is invaluable.
