Course Description

The #MeToo movement has made it clear that harassment prevention training in and of itself is not enough to actually prevent harassment. There are reasons for that, a big one being that in many states the learning objectives were designed by lawmakers and thus the training is focused on the law rather than actual prevention measures.  In other words, harassment prevention training doesn’t prevent harassment unless people also learn tactics for speaking up in the moment to put a stop to unacceptable behaviors, and unless managers learn tactics for coaching incivility and bullying before they escalate to harassment. This training provides information your entire workforce needs to stand up for themselves and others, in the moment, in order to create a culture that does not tolerate incivility, bullying, or harassment.

Learning Objectives

At the end the of this training attendees will be able to:

  • Discuss and describe negative behaviors beyond harassment and discrimination, including incivility and micro-aggressions
  • Understand negative behaviors as a social phenomenon, and identify which roles they currently play in it
  • Use a variety of communication strategies for intervening when witnessing incivility, bullying, harassment or discrimination
  • Identify personal barriers to intervening (e.g., fear) and how to overcome them


Course Description

We’re all biased. Our experiences impact who we are, and who we are shapes our world view. Through interactivities and discussion this highly interactive presentation will provide a deep understanding of bias, and most importantly, provide several tangible action items to assist in the minimization of biases. The goal of this training is to create an office culture intolerant of incivility and that promotes and perpetuates inclusivity. 

*Attendees who complete the course earn 1 MCLE credit. 

Learning Objectives

After this presentation, attendees will be able to:

  • See their own biases unfold through a powerful opening exercise
  • Define bias and related terms such as diagonal to the grain, peculiarity swerve, inclination or unreasoned judgement, systematic error in testing, and prejudice. 
  • Be reminded of jury instructions, CA statutes case law and professional conduct rules regarding bias 
  • Understand the origins of bias, types of bias, and risk factors for engaging in bias
  • Compensate and attempt to overcome bias through clear and tangible actions such as engaging in inclusive recruiting, interviewing and hiring blind, reducing ambiguity in communication, stepping in when bias is witnessed, and more. 

This course is highly interactive, and includes activities, discussions, workbook (and time to practice!)



Gain the Tools to Communicate with Civility

Incivility at work is on the rise. The Civility in America 2011 poll reported that 38% of workers believe the workplace is becoming more disrespectful, and 67% believe there is a strong need for civility training. In an online search over 12 million mentions of “civility” surface, a 460% increase from 2010 according to Weber Shandwick, the firm responsible for the poll. Clearly, Americans are taking notice of the need for respect at work. This course will lay the groundwork to facilitate your employees’ ability to work together in creating a civil workplace where positive, professional relationships will thrive.

Course Description

This course covers a variety of topics including: the basics of communication, effective listening, conflict management, positive language, assertiveness, perception and open-mindedness. During the last few minutes of the training, the group will develop a list of “ground rules” for treating each other with civility and respect.

Learning Objectives

At the end of this course, attendees will be able to:

  • Communicate more effectively with customers, co-workers, bosses and subordinates
  • Understand their own perceptions, beliefs and values in order to remain open-minded and empathetic
  • Demonstrate active listening skills
  • Describe the spectrum of passive, assertive and aggressive communication
  • Display assertiveness in a professional manner, using a three step tool
  • Utilize positive over negative language in order to build a more positive climate
  • Understand their own conflict management style, how conflict arises, and how to resolve it
  • Know their own social style, and how to communicate with each of the five styles accordingly
  • Become aware of their body language in order to appear professional and confident
  • Author emails and social media posts in that are civil and professional
  • Develop a personal action plan to ensure they practice the art of civility in future interactions
  • Come to agreement on the “ground rules” of behavior (that management can turn into corporate values, insert into a corporate policy, or develop action items around).


Communicate and Collaborate Effectively Despite Differences

Collaborative communication is the crux of a positive work environment. When leaders say, “well that’s not what I meant, you misunderstood me,” or, “that’s just how I am,” they are really telling employees that they don’t care how their communication is perceived– hurting their working relationships with others. In a recent Gallup poll of over one million U.S. workers, the number one reason people quit their job is because of a bad boss or immediate supervisor. To successfully lead an organization, leaders must be aware of their own communication style as well as the communication style of others. This prepares them to collaborate effectively, maintain open dialogue, and resolve conflicts that may arise from miscommunications with one another – resulting in lower turnover and higher productivity.

DISC® is the leading personal assessment tool used by over one million people every year to improve work productivity, teamwork and communication. This training is designed to assist attendees in interpreting the data from their assessments, provide tools for communicating with others with different style preferences, and ultimately prepare leaders to foster a positive, collaborative work environment.

At the end of this training, attendees will be able to:

  • Recognize their self-knowledge: how they respond to conflict, what motivates them, what causes them stress, and how they solve problems
  • Improve working relationships by recognizing the communication needs of team members
  • Through scenarios and roleplay, respond collaboratively to team members with different styles
  • Engage in better teamwork and productive conflict
  • Manage relationships more effectively by understanding dispositions and priorities of team members

Programs include:

  • DISC® assessments for each of your participants
  • 1:1 DISC® coaching for each of your participants
  • Training customization (to fit the participants assessments)
  • Post-training exercises to solidify learning


Most harassment prevention training programs are focused on what’s required by law in order to deliver you a compliant program. And we do that too – but we also ensure our training actually helps you prevent harassment by including content focused on preventative behaviors. If you want something that lives up to the name “harassment prevention training” then this is the training for your workforce.

Company-Wide Training for All Levels

This course will provide a clear understanding of harassment, and provide tools for empathy, communication and respect.

Learning Objectives

At the end of the training, attendees will be able to:

  • Define incivility, abusive conduct/bullying, discrimination and harassment, and their impact on targets, witnesses, customers and the business
  • Discuss federal laws related to sexual harassment and some basic court decisions
  • Develop deeper understanding of the nuances and subtleties of sexual harassment
  • Understand harassment as a social phenomenon, which everyone has a responsibility to confront
  • Use a variety of methods for addressing unwanted behavior, and stepping in when witnessing inappropriate behavior directed at others
  • Explain why empathy is important to creating a positive and respectful environment; and demonstrate reflective listening skills and duel perspective
  • Describe your sexual harassment policy, how to report complaints, and their role and responsibilities in promoting a workplace free of harassment
  • Develop a personal action plan for living the company core values, and participating in collective building of culture defined by respect

Additional Leader, Manager and Supervisor Training

Leaders, managers and supervisors must be actively involved in pushing positive behaviors at all times, in order to truly prevent harassment.

Learning Objectives

In addition to the learning objectives above, attendees will be able to:

  • Identify symptoms of negative behaviors within their own departments
  • Understand obligations with respect to investigations and handling of complaints
  • Immediately implement tools to address negative behaviors, including stepping in using three steps of assertiveness, and coaching through your performance management system
  • Discuss best practices to avoid harassment claims
  • Work together with their employees to implement action items that will build a positive and civil departmental culture
  • Play a big role in building a culture that actually prevents harassment

Both courses are highly interactive and include a workbook for activities, discussions, personal assessments, hypotheticals, real-world case examples, and creation of action plans.


Eliminate Roadblocks to Relationship-Building

Miscommunication and opposing points of view are part of the workplace and part of life in general. Though we often treat it as a passive process, and we just sort of do it, communication is an active process that requires our entire body and attention, especially to do it effectively. It is essential to learn about and respect perspectives that differ from our own; these days personal effectiveness requires skill in communicating well with a range of people. This course covers the basics of human communication, or interpersonal communication, in order to make your employees, supervisors, managers and leaders better at building relationships with one another and with customers.

Course Description

Having taught interpersonal communication courses at a university for over a decade, this course covers all facets of human communication, including:

  • A model of how communication works and why it’s so complicated
  • Self-awareness and perception
  • The lost art of listening
  • Language that creates positive communication climates
  • Communication with nonverbal cues, including appearance, time, eye contact, body language and more
  • Emotions
  • Group dynamics and team work
  • Conflict management
  • Communication online (e.g., social media, email, etc)

Each section offers interactive discussion and relevant, practical information for communication effectiveness in the workplace and at home.

Learning Objectives

At the end of this course, attendees will be able to:

  • Build positive and healthy relationships with co-workers, managers and customers
  • Build collaboration and respect among peers
  • Provide better internal and external customer service through demonstrating active listening skills
  • Define their own perceptions and judgments and understand how they can prevent effective communication
  • Use language that builds a positive workplace
  • Understand the power of nonverbal communication
  • Overcome misunderstandings and miscommunication with professionalism
  • Eliminate roadblocks that prevent effective communication
  • Rise above emotions during conflict in order to resolve conflict amicably
  • Get their ideas heard through delivery in an assertive and persuasive manner
  • Maintain a positive and professional image online and in email communications
  • Communicate in ways that are respectful, positive and civil


Gain Strategies for Positive and Effective Intercultural Communication

Diversity goes beyond demographic characteristics such as age, gender, race, physical ability, or sexual orientation – it is really about variation in perception, modes of thinking, feeling, communication, and behaving. If managed correctly, these differences that can help an organization succeed. When celebrated, a diverse workforce will find a greater variety of solutions, increased adaptability in members and the organization, and a level of comfort in communicating effectively in any situation.

Course Description

This course will address the basics of intercultural communication. It will help attendees see that culture dictates our perceptions and behavior, and that differing cultural values are important to personal and organizational success. We will discuss empathy and self-awareness, collaborative language, nonverbal communication, relationship building, intercultural conflict management, and barriers to effective communication such as stereotyping, discrimination and prejudice. Ultimately attendees will gain the tools they need for positive and effective intercultural communication.

Learning Objectives

After attending this course, attendees will be able to:

  • Describe the concept of diversity and why it should be celebrated
  • Describe their own cultural heritage and identities
  • Determine their own perceptions, stereotypes and prejudices, and understand how to recognize them in the future
  • Understand and describe how culture, behavior, communication and core values intertwine
  • Maintain a conversation style that seeks similarities, not differences, in others
  • Interpret the behaviors of another culture within that culture’s own framework
  • Communicate more effectively with team members and clients despite cultural barriers
  • Identify cultural dichotomies within their own culture, others cultures, and their organization
  • Empathize and respect others to create a supportive and collaborative work environment
  • Celebrate differences in ideas and ways of doing things


Increase Employee Performance

Annual performance evaluations, or performance reviews, are oftentimes fun for no one. Most managers and supervisors don’t like giving them and most employees don’t like receiving them. This reaction is unfortunate because the purpose of a performance evaluation is to acknowledge employees’ successes to make them even better performers. But many workplaces have forgotten what evaluations are about – somewhere along the line performance evaluations became a scary formal conversation behind a closed door with negative feedback and a form that goes in the employee’s file with a black mark that scars a personnel file forever.

Course Description

This training course offers insight into how to make your performance evaluation conversations – and the overall process of performance management – pleasant, useful and successful. Properly managing your employees’ performance throughout the year and conducting effective performance evaluations annually can increase employee motivation and engagement. This training course provides practical information on performance management and annual performance evaluations.

Learning Objectives

After attending this course, attendees will be able to:

  • Discuss the overall process of performance management
  • Confidently set expectations with employees
  • Coach employee performance to meet their and the organization’s expectations
  • Use performance improvement plans to improve performance
  • Motivate employees with the right rewards
  • Conduct effective performance appraisals and disciplinary conversations
  • Confidently give verbal and written warnings as part of the disciplinary process
  • Coach poor performers into great performers


Confidently Recruit, Interview and Hire the Right Person

It is imperative to your organization’s success that your staff can perform not only high quality interviewing, but find and hire the person who will fit within your organizational culture. Most interview and hire workshops focus on recruiting, interview skills and onboarding, but our workshop goes a step further to give your hiring staff the tools to bring someone on board who will mesh with your employees, managers and organizational way of life.

Course Description

This course covers the interviewing and hiring process in these steps:

  1. Creating employer brand
  2. Understanding the organization’s culture
  3. Conducting a job analysis
  4. Developing behavior-based interview questions
  5. Recruitment strategies
  6. Interviewing and selection
  7. Onboarding

Learning Objectives

After attending this course, attendees will be able to:

  • Build an employer brand that attracts talent
  • Describe organizational culture and interview for culture fit
  • Conduct a thorough job analysis so you know what you need from your new person
  • Write effective job descriptions and job postings
  • Develop behavior-based interview questions and selection standards
  • Determine innovative recruiting strategies
  • Write behavior-based interview questions that get at the heart of desired skills for a position
  • Prepare for the interview and conduct effective, goal-directed, and consistent interviews
  • Understand background checks and assessments as a part of employer branding and onboarding
  • Create an onboarding program that creates the opportunity for new hires to make more meaningful contributions more quickly


Eliminate Workplace Bullying for Good

CareerBuilder reported in 2011 that 1 in 4 people are bullied at work.

Workplace bullying is recurring negative and abusive acts that include yelling, silent treatment, aggressiveness, extreme criticism, uber-excessive micromanagement, and spreading rumors. Targets of this behavior experience an array of psychologically damaging consequences such as distress, humiliation, anger, anxiety, discouragement, hopelessness, depression, burnout, and lower job satisfaction.

Of course, this decreases your bottom line – it is estimated that an organization can spend up to $100,000 per bully in turnover, absenteeism, presenteeism, low quality work and reduced work product, decreased company loyalty, development of a hostile workplace culture, communication breakdown, bad reputation within the community and industry, and workers compensation and litigation… to name only a few costly damages.

Course Description: Workplace Bullying Training for Managers & Supervisors

Managers are responsible for creating a positive workplace where employees can thrive. In order to do that they need special knowledge in both immediately addressing negative behavior as it occurs, as well as creating a positive culture. Managers must be actively involved in ending negative behaviors and pushing positive behaviors at all times; this workshop provides the tools to do so.

Learning Objectives

At the end of the training, managers will be able to:

  • Define workplace bullying, identify bullying behaviors, and understand bullying as a social phenomenon
  • Describe the damage bullying causes the organization and people
  • Discuss the business case for building a positive workplace with employees
  • Identify symptoms of negative behaviors within their own departments
  • Immediately implement specific tools to address bullying, including:
    • taking grievances from those feeling targeted by, or witnessing, bullies and working directly with HR to resolve them
    • stepping in immediately when they witness bullying
    • coaching those they witness engaging in bullying and provocative targets
    • addressing positive behavior in performance management processes
  • Work together with their employees to implement action items that will build a positive and civil departmental culture
  • Recognize the impact of change on their employees and the organization, and identify actions that can help them overcome the inevitable resistance to change
  • Agree on action steps they will take as a team to engage the staff in building a positive workplace culture, and develop a process for continued work together

Course Description: Company-Wide Workplace Bullying Training

This workshop provides the interpersonal skills needed to develop a positive workplace culture, and addresses negative behaviors from several angles. The workshop will provide information for those who might feel targeted by aggressive co-workers by offering assertiveness skills, and those who might be too aggressive by providing positive communication skills. The workshop also addresses bystanders to the behavior by creating awareness about the importance of standing up for each other. Finally, attendees will agree on a set of ground-rules for treating each other with respect that can be used in a variety of ways.

Learning Objectives

At the end of the training employees will be able to:

  • Define workplace bullying, identify bullying behaviors, and understand bullying as a social phenomenon
  • Describe the damage bullying causes the organization and peers
  • Describe the value of having a civil and positive workplace for the organization and peers
  • Determine their own barriers to effective communication in order to overcome them
  • Understand the role they play in the way they are treated at work
  • Describe the difference between listening and hearing, and determine specific action items to increase their ability to listen
  • Provide constructive feedback to their peers and managers
  • Use assertiveness to prevent bullying and respond when it is targeted at them and at others
  • Use their nonverbal communication to become more assertive
  • Agree on a set of ground rules for behaviors that they will hold themselves accountable to
  • Define a personal action plan for improvement

Sustaining Behavior Change After the Training

This program also includes:

  1. Personal action plans regarding interpersonal skills that can be tied to performance management
  2. Leadership action plans managers can create and implement within their departments, and that can be tied to success measurements
  3. A healthy-workplace corporate policy template
  4. “Ground rules” created in the trainings that can be used for any number of activities to keep the culture change moving in the right direction

Get our list of 16 ways to be a better ally.

Also check out our Tips For Facilitating Psychological Safety in Emotionally-Charged Training Topics: Part I and Part II.

TRAINING PROGRAMS by Civility Partners