About Bev's Workshops
As a sought after national and international speaker, published author, and consultant, Bev Gilliard tackles the professional challenges facing leaders in the workplace today. Bev is an expert on workplace bullying, suicide and homicide prevention, and spends the majority of her time working with organizations that want to eliminate bullying, incivility, suicide and homicide and create a safe working environment.
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Anti-Bullying, Leadership, Professional Development
How To Partner With HR To Prevent Workplace Bullying
Many workplaces are hemorrhaging really good employees due to workplace bullying and incivility. That’s why Bev has devoted her career to workplace safety training. Through Bev's programs, consulting, and seminars, on workplace violence, safety, suicide and homicide prevention, you will learn to identify problems before they become critical and stop the cycle of bullying and violence in your workplace!
It’s crucial for human resources and management staff to work together to protect their organization against workplace bullying!
Here’s why.
A manager has been dealing with high turnover and poor retention because of one toxic person. This person, otherwise known as the queen bully, has been wrecking havoc on the unit for decades but her toxic behavior has never been addressed because she is so clinically competent. Finally, the manager has had enough and decides to terminate the queen bully but when she contacts human resources, she hits a brick wall.
“Well, did you counsel this person?”
“What have you done to help this person change her behavior?”
“I’m not sure you’ve documented enough to warrant termination.”
“Did you cross all of your Ts and dot your Is?”
On and on…
Unfortunately, this story repeats itself every day. Front line managers, who have been using silence as a strategy when dealing with problem employees, finally decide to DO something about it, but don’t get the support they need from HR. In 2014, Xpert HR, a human resource firm, reported that only 2% of individuals who reported bullying to their HR department were satisfied with the results.
A TWO-FOLD DISCONNECT EXISTS BETWEEN LEADERSHIP AND HUMAN RESOURCES
#1 – many front line managers view HR as the last resort to get the help they need to discipline or terminate an employee for disruptive behavior. But in many cases, they haven’t built a case that warrants corrective action.
Bev says, "I know because I was one of them. I used to be a unit manager on a large medical unit and identified a few toxic employees whom needed to change their behavior or leave the organization. Unfortunately, I realized that NOTHING was documented in their employee files by the previous managers, so when I finally asked HR for help, I got the run around. I was told repeatedly that I didn’t have enough “ammunition” and therefore, couldn’t take any action. They wanted more. It took me 14 months to finally terminate 2 of my toxic employees. But by then, I felt so beat up that I quit my job." It shouldn’t be this way.
Almost every workshop for leaders on the topic of bullying, a manager will approach Bev at the end and say, “That’s it! I’m going to go back to work and FIRE my bully!” Whoa Whoa. Unfortunately, you can’t fire someone just because you finally realize he/she is toxic and needs to leave. Bev have spoken with many HR representatives who share examples of situations where a manager wants to terminate an employee because of bullying behavior. The manager may even present HR with documentation BUT the documentation is so vague (no dates, no details, etc.) that the organization would be putting itself at risk if they allowed the termination.
#2 – HR departments are so risk averse that they keep really toxic people who should have been terminated decades ago! It’s so frustrating when this happens. However, I once talked with a Director in the Human Resource Department who was a lot more willing to terminate employees for bad behavior. Her response? “That’s why we have a legal department and pay them well. Their job is to mitigate our risk when we terminate employees.” Love it! HR representatives need to STOP putting the burden of proof on the manager and START helping, supporting, and advising managers how to USE policy and process to address problem employees.
IF YOU ARE A MANAGER WHO IS TRYING TO DISCIPLINE/TERMINATE A TOXIC EMPLOYEE
It’s important to understand the role human resource departments play with regards to bad employee behavior and the lens that they view all cases through. Their primary role is to protect the organization from any potential liability AND protect employee rights. With every case, they determine the risk versus the benefits of keeping or losing an employee.
IF YOU ARE A HUMAN RESOURCE REPRESENTATIVE
It’s important to understand that the role of a front line manager is to create an environment where employees work collaboratively as a team to provide high quality, safe, and effective care for patients. If a toxic employee is on the team, patients and everyone else suffers. Managers need your help, not your criticism.
Bev Gilliard works with organizations that want to create a professional workforce by eliminating bullying and incivility. It’s important to understand that the role of a front line manager is to create an environment where employees work collaboratively! When you think about it, shouldn’t leadership and human resources be on the same team and have the same goals? Instead of seeing each other as formidable adversaries, see each other as partners in creating a professional, supportive, and nurturing environment for employees and the patients they serve.
If you’d like to find out more about her programs, please contact Bev today to bring her to your organization to talk about ending the cycle of nurse bullying.
Some Workplace Training Topics Include:
Speaking Up Against Workplace Bullying Can Get You Fired.
Tackling Workplace Bullying
How to Catch a Professional Bully
Know When To Run, and When To Walk Away Safety Training
Many workplaces are hemorrhaging really good employees due to workplace bullying and incivility. That’s why Bev has devoted her career to workplace safety training. Through Bev's programs, consulting, and seminars, on workplace violence, safety, suicide and homicide prevention, you will learn to identify problems before they become critical and stop the cycle of bullying and violence in your workplace!
It’s crucial for human resources and management staff to work together to protect their organization against workplace bullying!
Here’s why.
A manager has been dealing with high turnover and poor retention because of one toxic person. This person, otherwise known as the queen bully, has been wrecking havoc on the unit for decades but her toxic behavior has never been addressed because she is so clinically competent. Finally, the manager has had enough and decides to terminate the queen bully but when she contacts human resources, she hits a brick wall.
“Well, did you counsel this person?”
“What have you done to help this person change her behavior?”
“I’m not sure you’ve documented enough to warrant termination.”
“Did you cross all of your Ts and dot your Is?”
On and on…
Unfortunately, this story repeats itself every day. Front line managers, who have been using silence as a strategy when dealing with problem employees, finally decide to DO something about it, but don’t get the support they need from HR. In 2014, Xpert HR, a human resource firm, reported that only 2% of individuals who reported bullying to their HR department were satisfied with the results.
A TWO-FOLD DISCONNECT EXISTS BETWEEN LEADERSHIP AND HUMAN RESOURCES
#1 – many front line managers view HR as the last resort to get the help they need to discipline or terminate an employee for disruptive behavior. But in many cases, they haven’t built a case that warrants corrective action.
Bev says, "I know because I was one of them. I used to be a unit manager on a large medical unit and identified a few toxic employees whom needed to change their behavior or leave the organization. Unfortunately, I realized that NOTHING was documented in their employee files by the previous managers, so when I finally asked HR for help, I got the run around. I was told repeatedly that I didn’t have enough “ammunition” and therefore, couldn’t take any action. They wanted more. It took me 14 months to finally terminate 2 of my toxic employees. But by then, I felt so beat up that I quit my job." It shouldn’t be this way.
Almost every workshop for leaders on the topic of bullying, a manager will approach Bev at the end and say, “That’s it! I’m going to go back to work and FIRE my bully!” Whoa Whoa. Unfortunately, you can’t fire someone just because you finally realize he/she is toxic and needs to leave. Bev have spoken with many HR representatives who share examples of situations where a manager wants to terminate an employee because of bullying behavior. The manager may even present HR with documentation BUT the documentation is so vague (no dates, no details, etc.) that the organization would be putting itself at risk if they allowed the termination.
#2 – HR departments are so risk averse that they keep really toxic people who should have been terminated decades ago! It’s so frustrating when this happens. However, I once talked with a Director in the Human Resource Department who was a lot more willing to terminate employees for bad behavior. Her response? “That’s why we have a legal department and pay them well. Their job is to mitigate our risk when we terminate employees.” Love it! HR representatives need to STOP putting the burden of proof on the manager and START helping, supporting, and advising managers how to USE policy and process to address problem employees.
IF YOU ARE A MANAGER WHO IS TRYING TO DISCIPLINE/TERMINATE A TOXIC EMPLOYEE
It’s important to understand the role human resource departments play with regards to bad employee behavior and the lens that they view all cases through. Their primary role is to protect the organization from any potential liability AND protect employee rights. With every case, they determine the risk versus the benefits of keeping or losing an employee.
- Schedule a meeting with your director/boss and someone from Human Resources.
- Provide them with as much documentation as possible about this person’s behavior and how their behavior impacts patient safety, quality, or satisfaction; and/or how he/she creates a toxic work environment. Include any data you have about turnover, employee complaints, or observations.
- Let your human resource representative know that you intend to terminate this employee and ASK for his/her support.
IF YOU ARE A HUMAN RESOURCE REPRESENTATIVE
It’s important to understand that the role of a front line manager is to create an environment where employees work collaboratively as a team to provide high quality, safe, and effective care for patients. If a toxic employee is on the team, patients and everyone else suffers. Managers need your help, not your criticism.
- Build a relationship with your front line managers so that they feel more comfortable seeking help from you BEFORE they want to terminate someone. Provide counsel and view yourself as an adviser.
- Attend management meetings and educate leaders on the following:
- Policies related to workplace bullying/incivility. Believe it or not, many managers DO NOT know what policies are in place to address bad behavior.
- The process for reporting disruptive behaviors.
- How to properly document incidents of disruptive behaviors.
- Be open minded and stop putting up brick walls!! I know it’s easier to terminate someone for poor clinical performance or time and attendance issues but behavior is equally as important!!
Bev Gilliard works with organizations that want to create a professional workforce by eliminating bullying and incivility. It’s important to understand that the role of a front line manager is to create an environment where employees work collaboratively! When you think about it, shouldn’t leadership and human resources be on the same team and have the same goals? Instead of seeing each other as formidable adversaries, see each other as partners in creating a professional, supportive, and nurturing environment for employees and the patients they serve.
If you’d like to find out more about her programs, please contact Bev today to bring her to your organization to talk about ending the cycle of nurse bullying.
Some Workplace Training Topics Include:
Speaking Up Against Workplace Bullying Can Get You Fired.
Tackling Workplace Bullying
How to Catch a Professional Bully
Know When To Run, and When To Walk Away Safety Training
Many people struggle with disengagement from their work and balancing the needs of their work with the need to enjoy a private life. But it doesn’t have to be that way.
Professionals with a Purpose (PwP) is a program designed to provide work-life balance is a thing of the past. What Professionals with Purpose can pursue in the 21st century is work-life integration: doing great work as an expression of life, and bringing personality and life into work. Also, you will learn how to expand your business network AND give back to charity.
Note: Work-life integration is not about working more and harder. It’s about getting paid while at the same time living a fulfilling life of service and fulfillment.
In recognition and appreciation of your commitment to being Professionals with a Purpose, we will spotlight your business for your exemplary community involvement through featured articles, blogs and related social media.
Professionals with a Purpose (PwP) is a program designed to provide work-life balance is a thing of the past. What Professionals with Purpose can pursue in the 21st century is work-life integration: doing great work as an expression of life, and bringing personality and life into work. Also, you will learn how to expand your business network AND give back to charity.
Note: Work-life integration is not about working more and harder. It’s about getting paid while at the same time living a fulfilling life of service and fulfillment.
In recognition and appreciation of your commitment to being Professionals with a Purpose, we will spotlight your business for your exemplary community involvement through featured articles, blogs and related social media.
Woman 2 Woman 2021 Workshop (Registration Dates Posting Soon)
Women worldwide continues to face shared barriers to success in all areas of society and in the home. Our women’s economic empowerment series addresses topics surrounding family, work, entrepreneurship, self development and economic self-sufficiency, by proving women with the fundamentals that are universal to success in any given environment. Empowering women to thrive is a commitment for Bev Gilliard and one of the her priorities she takes seriously. The scope and execution of our programs varies as we try to cater to the individuals needs.
Author Bev Gilliard with Pastor Sabrina McKenzie
Author Bev Gilliard with Pastor Sabrina McKenzie
Enjoy an evening of renewal, refreshing, learning, growth, inspiration and FUN at the Woman 2 Woman Workshop 2019! This annual event is the perfect opportunity to be empowered with the freedom to be the best wife, mother, friend, and woman you can be!
What to Expect:
You’ll see women from all ages and stages of life coming together to connect more intimately with each other & with God. Great music, lots of laughs, giveaways, and even a few special surprises along the way. Each Woman 2 Woman Workshop creates memories you’ll look back on for years. So come along & join us for our best W2W event yet!
This event is for ladies ages 21 and over.
Price: $ 75.00
Early Bird Registration - $60.00 per person
Group Rate - $50.00 per person (Groups of 5+)
What to Expect:
You’ll see women from all ages and stages of life coming together to connect more intimately with each other & with God. Great music, lots of laughs, giveaways, and even a few special surprises along the way. Each Woman 2 Woman Workshop creates memories you’ll look back on for years. So come along & join us for our best W2W event yet!
This event is for ladies ages 21 and over.
Price: $ 75.00
Early Bird Registration - $60.00 per person
Group Rate - $50.00 per person (Groups of 5+)
Grief Recovery Workshop
If you’ve experienced the loss of a loved one, join us for this uplifting and encouraging workshop. Led by Bev Gilliard, a certified grief management specialist, this workshop explores the feelings people have after losing a loved one and teaches participants about the process of grief and how to cope with grief. Participants will also learn coping strategies to assist them in moving forward. For more information and how to register, please complete the Grief and Recovery Workshop contact form. |
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Youth Empowerment (Ages 13 -18)
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Young people are eager to talk about the things that matter to them…We offer technical assistance and training workshops to teach youth peer leadership skills for youth.
Our Youths need to have a strong sense of self, and a variety of tools in order to manage the difficulties and opportunities they will encounter. This high-energy workshop utilizes numerous activities to teach these important life skills. Each workshop is unique and the programs are customized to meet the needs of the youths, as well as for adults who work with them. Some of the Topics Covered Includes:
Programs are Tailored To Meet Your Budget While Still Offering You The Same Quality Service |
Once workshops registration has been completed, no refunds are available.
Seats are not reserved until order is paid for in full.
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Email: AuthorBevGilliard@gmail.com
Agent: Manager@bevgilliard.com
Speaking and Appearance Fees May Apply. Travel Fees from Georgia, USA
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