DISCUSSIONS

I need some advice.

Anonymous Image

Anonymous

Welcome to Fairygodboss!

We’re the largest online career community helping women achieve their career goals. Gain access to articles, jobs, events, and a supportive network of women and allies. Membership is free, always.

I need some advice. I have an employee that is white, that frequently speaks or writes in a very cringy fashion. They reply to black co-workers with "ain't no thang" or will post in bilingual chat rooms with "Gracias chica!" Their intention is to be inclusive, but I've received feedback that a lot of it rubs the wrong way. I need suggestions on how to address the overall behavior. I know deep down they want to be more inclusive, so I feel like they will be open to change. TIA

Why women love us:

  • Daily articles on career topics
  • Jobs at companies dedicated to hiring more women
  • Advice and support from an authentic community
  • Events that help you level up in your career
  • Free membership, always

Like

77 comments

Share

Share your insight

Join an authentic community that helps women support each other at work. Share your professional experience or ask for advice — you can even post anonymously.

77 Comments

Join the conversation
  1. Anonymous

    Great post!
    Articles with lists of inclusive words often don’t comment on the use of these words/phrases and the context.

    Does your company have a D+I group? Perhaps you can acknowledge her interest and encourage her participation. She may learn it there. Then you’re not jeopardizing your relationship with her.

  2. Anonymous

    Yes, I love this idea! Perhaps encouraging your team to participate/start in a DEI initiative at your workplace would be the way to go.

  3. Tracey Morris

    Sometimes the best way to address these behaviors -- especially with someone who is trying to be inclusive -- is to be direct. It would be best to have a transparent, one on one discussion about how it can be construed the opposite of this employee's intention. I also love the idea of encouraging engagement with a DE&I team/group. I learned so much when I participated in a DE&I event a former employer held. It was very eye-opening.

  4. Anonymous

    Have a direct conversation and let them know that although they are trying to be inclusive the language comes off as disingenuous. If they are trying to be inclusive, then perhaps volunteering, joining a DEI group or just learning to be an alley is best for the person.

  5. Jennifer Puckett

    Might point out to her that, rather than being inclusive, these phrases actually single out and marginalize the people she is conversing with. Her best strategy may be to simply be her authentic self instead of putting on a show and allow others to do the same, while listening to their perspectives and experiences.

  6. Maegan, Nike Sales Rep & Career Coach

    Are the people giving feedback willing to say something to this person? It will come across strongly if they speak to them. My husband who is a different race had this conversation with a coworker recently. He privately spoke to her and mainly said what she said wasnt offensive to him, but it could be offensive to people like him and wanted to bring it to her awareness.

    Everyone takes this kind of feedback differently, but I think if you just do it from a loving place it can be received well so they will actually change.

  7. Anonymous

    Does your company have any D+I programs? Maybe refer your colleague to join one of those programs as an advocate given she has expressed demonstrated wanting to foster a welcoming culture. Perhaps help her take the next step and lean into it.

  8. Anonymous

    Are there any articles that you could share with the group so you’re not singling anyone out? My company has a list of words and clphrases that is published for all to see. Of course, it goes beyond the use of words but it’s a place to start.

  9. Anonymous

    Would you be willing to share that list of words here? I think that could be very helpful to many of us trying to work with people who have similar issues.

  10. JJ

    Training, training, training. At some companies someone would be fired for speaking like that.

  11. Anonymous

    This is a perfect example as to why micro aggression training should be given at all jobs. I think either she is totally clueless or she is insensitive to try to get a reaction from others. Both scenarios are bad but can be tough to delineate sometimes. If you are a peer, bring up the instances in a diplomatic way and recommend micro aggression training if offered at your job. If you are the manager do the same but require the training, and follow up each time you have a discussion about it. Follow it up also with written feedback bc sometimes when an ee sees it in writing, they know it can be used against them. If no training is offered at work, there are plenty of YouTube work appropriate videos you can point her to. Also talk to HR and leadership to educate them on the need for the training. Regarding micro aggressions in the workplace

  12. Jennifer Finger

    Sounds like some D&I training is in order.
    I think you need to share the negative feedback you've been getting with this employee to make clear that they're rubbing co-workers the wrong way and warn that this could lead to "hostile environment" complaints against the company if they don't stop.

  13. Anonymous

    I’m going to take the other side as I believe that people are sometimes so eager to see the bad instead of the good. You mean toon their intent is good, have those colleagues considered this person is trying to bridge the gap? Maybe they can be part of the solution to suggest other options that can be bonded over together.

    I had a job in a heavily Hispanic area and am no part of bilingual. I found that it actually was appreciated that I would at least try, bad pronunciation and all. Most would chuckle and help me learn a new word and vice verse I imagine that in some circles I’d be considered offensive because I didn’t get the words correct. In the end we are all people and can come together as people rather than keep separating ourselves.

  14. Anonymous

    There is a difference between not knowing the language and attempting to learn it and use it when in company (you know, when in Rome and all that), and using slang that you've "heard" that black or Latine people use, simply because you are speaking to a person of that race.

  15. Anonymous

    Your answer is in your last few sentences. Meet with your person and use this as a starting point. When you describe the issue, try to be as factual as possible. You also should make it clear that you observed the reactions the employee isn’t seeing so it doesn’t seem like there was someone complaining about them.

  16. Ayian

    Why would you want them to be unaware that real people have a real problem with their behavior and that it's not strictly a company culture issue? Most white people are completely oblivious to their socially-ingrained racisms.

  17. KellyW43

    One way to do it is to put out a department wide email on professionalism.

    In this email, put the expected way to email, talk and overall communicate with each other.

    This way, it won't be just a lesson for her, but for everyone.

  18. Madam anon663

    I agree, and it eliminates one person feeling singled out.

  19. gailsnewglamlife@gmail.com

    I most definitely agree with this way of handling this situation. If it persists, there will have to be a one on one.

  20. Mary Johnson

    I think this response is spot on - tell the same thing to everyone that way everyone is clear on what is expected of them. Then if it continues you can speak to that individual separately and remind them of the policy and the expected behaviours. Have some examples ready if you can as they may not realise they do it so much now and might just need reminding about it all. If it still doesn't sink in then some pretty clear 'STOP IT' instructions are needed with some D&I training included.

  21. Anonymous

    Sounds like do D&I training is in order, if similar responses and verbiage is being used by these co-workers their own speaking and writing, and based your last sentences it sounds like you trust this employee is speaking and writing with good intent... you may have an employees that are not exercising their own D&I skills.

    These days it can be tough to equitably manage a diverse team, my suggestion is to try to help your team work toward assuming good intent until proven otherwise.

  22. Arlene Frances Gottardo (Bryak)

    “Hey, you really don’t have to try so hard. Geez, everybody likes you here. Hehe, you’re kinda going overboard, with your greetings, but please don’t take offense. Now, I could be wrong, but let me tell you how your words might rub people the wrong way.”

    I would say something like this…PROVIDED I was on pretty friendly terms w/this person…

  23. Anonymous

    Lets role play.
    Let’s zoom ahead and say that you are having this conversation.

    If she’s a curious and empathetic person, she is likely to ask the following questions. How might you respond?
    -(I)can see how assuming that someone speaks Spanish because of their appearance isn’t right, but (Name) speaks Spanish…(I) thought this would shows support.
    -Is it the use of the word “chica?”
    -What if (I) had only said “gracias.”
    -When does using familiar terms cross over into inappropriate?
    -Can you give (me) some examples of words / phrases that I shouldn’t be saying and why they’re bad?
    -Should (I) acknowledge/ apologize to the folks that gave you the feedback in an informal or formal way?

  24. Anonymous

    If only some people find it a problem let them say something to them.

  25. Nature Lover

    That is how hostile work environments are born.

  26. Melissa Milligan

    Your opinion. Mine is that most people probably find them idiotic and insufferable but harmless.

  27. Nature Lover

    You're right, it is my opinion.
    Unfortunately, I had to test my opinion in a lengthy court case. Now my, and my lawyer's, opinion has been cited in 13+ other cases in my federal court jurisdiction. So... yes, my opinion, but a legally well tested and vetted opinion.

  28. Rachel Stolworthy

    It is an employer's responsibility to address things like this happening in its business. The employer shouldn't let the situation become a problem; deal with it directly with the employee, who is at least tone-deaf and likely not "meaning anything" by it. It is a business, with adults.

  29. Anonymous

    There is no right or wrong way, it just needs to be addressed. 'I have received feedback regarding X behavior. It needs to change.'

  30. Gail Ludvigson

    Why not have a group meeting? Without naming names, ask the participants what would be the best way to insure that the team is being inclusive. Then allow them to talk about it among themselves. At the end, you may arrive at a consensus without having to do "D&I" training....

  31. Anonymous

    A meeting would only work if there was already a solid connection across the group. Otherwise it will exacerbate the problem.

  32. Anonymous

    If there is any policy in the employee handbook you can reference that pertains to the issue, try to incorporate it in the discussion. Either way, point out specific examples. Ask the employee if this is their normal lingo. Maybe it’s just how they talk. Let the employee know that it’s important to be mindful of how slang can be interpreted by others. Just like putting a hand on someone to be comforting can actually have the opposite effect. Less is more. Ask the employee to refrain from using slang or certain terminology. Have them sign an acknowledgment of the discussion. It also might not be a bad idea to discuss this in a staff meeting. Remind employees to be mindful of how others can interpret words and actions.

  33. Liz Milne

    Just tell them that you've had feedback that their attempt at inclusivity is coming across as crass and is unwelcome, and to stop doing it.

    Inclusivity isn't about pretending to be like another ethnicity, it's simply treating everyone with the same respect they'd like shown to them...

  34. Verity

    Just explain that their attitude isn't really appropriate for a professional, workplace environment and then point out some of the things they do which are causing issues. I wouldn't say that you've had complaints because it might may her feel guilty and bad, I'd just say that you've noticed her behaviour recently and though it is great, it is not really ideal for the environment :)

  35. Anonymous

    So, setting aside this particular example, we are trying to decipher what we should do here after reading all of the 'that's cringe' posts. What is appropriate if you are white and natively bilingual but considered Caucasian. Is it not appropriate to speak to other bilingual colleagues because our skin is not of color? What about someone who is of mixed race and ethnicity who speaks multiple languages? Is it ok for queer women /men to relate and communicate in a colloquial way? We are all for professionalism in the workplace but we also believe in personal connections that are authentic among people who are now also friends as well as colleagues. Asking sincerely because it's hard to see how everyone fits into the same boxed scenario and we haven't had DEI at our company yet...I'm wondering if we have some flexibility in personal communication or that's prohibited? The rules keep changing and without conversations like this, how will we ever hit the mark? We'd love some DEI training, but getting the company to invest is a whole other battle. Thanks in advance for your opinions. We look forward to learning more about what we should propose for our team. (Yes, I'm using 'we' because we are in a team meeting discussion about this topic).

  36. Liz Milne

    I don't think the issue is the second language, it's more the staginess of using e.g. AAVE with Black colleagues when it's not her normal way of speaking, and using Spanish in the same way, like if she'd just said 'Gracias' or even 'Muy gracias' (spelling, sorry, I don't speak Spanish!) rather than 'gracias chica' (chica means girl, if I'm right? In a quite slangy sense?) then it would have been okay and quite acceptable? Or at least less abrasive to those who are sensitive to offensive behaviours and microaggressions?

    In your case, as I understand it, I would say, if you all speak several languages, then use those as needed/ appropriate: just avoid anything that exoticises or 'others' anyone else, that could maybe make them feel as though they are being singled out for differences...

    It is tricky, because one person might find a behaviour funny or acceptable, while the next person might be genuinely offended or hurt by it? But I think wanting to get it right is a great start - lots of communication and checking that you're doing okay will soon get you all on the right path.

    xx

  37. Anonymous

    The beauty of the internet is there is hundreds of YouTube videos on micro aggressions in the workplace. Have HR find a few and build a healthy discussion around it…..that cost the company absolutely nothing

  38. Anonymous

    This is tough.

    It seems that her intention is to put her Black and Latinx coworkers at ease by using some expressions more common in AAVE or Spanish. And it’s backfiring, because the first thing it does is to highlight that she sees her colleagues as “different” or is maybe “trying too hard”. If there isn’t first trust or good rapport (and if her ally ship isn’t established as solid, which is the case for most of us white folk) then it can backfire.

    I’m ethnically white and bilingual. Some of my Latinx friends have asked me *not* to speak Spanish with them, and will say “Dude, back off, I speak English fine”. They interpret my desire to practice as pandering or maybe they think my switching to Spanish is a judgment about their accent.

    I have to respect that it makes them uncomfortable and stop.

    You could tell her that highlighting differences is going sideways. If her Black or Latinx colleagues want to use those expressions with her, let them make the first move. And if they never do, it’s probably bc they’ve been told that using those expressions “lowers their professionalism” - and so it’s an awkward double standard when a white lady does it.

  39. bahrbe

    The people who are rubbed the wrong way should be addressing this. Supposedly we're all adults in a workplace setting and shouldn't be running to a supervisor to resolve every interpersonal annoyance.

    What may be cringey to one person may go entirely unnoticed by another. *If* you have a role in this (and I'm not saying that you necessarily do), then it would be as a coach to help guide the uncomfortable folks in the best way to give feedback to the offender.

  40. Anna D.

    While I see where you are coming from, it must be exhausting to have to handle all of that emotional labor. That's why it helps to have allies outside of the target group to help. Now that we know this is a pattern and they seem to only do it around people who they perceive it applies to, we know it's time to speak up and say no.

    I am someone who has used a few spanish words here and there, but not specific to the audience I am in typically. I know very few and would like to know more.

    But the fear of this sort of perception is why I chickened out trying to converse in Spanish when I was in Spanish class.

  41. bahrbe

    Since each person and each situation of possible offense is different, I really think this should be handled on a case-by-case basis by the 2 people involved.

    For all we know, the person who is annoying others may be socially challenged due to Asperger's or some neuro-divergent reason.

    It seems to be me it would be more beneficial to the person behaving in ways perceived as offensive to be educated by different people as to how such behavior makes them feel, and why. To me this makes more sense than having one person deliver a lecture that is likely to, yes, shut down the behavior (and possibly *all* friendly interaction due to fear), but which will not really educate the person making the cringey remarks. Learning first-hand about another person's truth is much more powerful than receiving a proscription from a third party.

    Teaching moments abound; and I think this situation is one of them.

  42. Joanna Poe

    If you have a group chat set up, maybe drop an article on unintentional cultural appropriation, like "look at this interesting thing I read," to start a conversation?

  43. Anonymous

    Listen, tell her to cut it out. Simple. Tell her to use whatever language she uses in a professional setting when no BIPOC people are present.

  44. Audrey Kirsch

    Professionalism is universal. Work conversations should be kept professional unless someone indicates that they prefer a different way of talking. I have one vendor in Hawaii who says Aloha and / or Mahalo so I feel comfortable saying it too. Your worker needs to know what is acceptable even though her intentions are good.

  45. Robert Vanloon

    Maybe they are nervous with different cultures. Perhaps you should speak to them in private, and adjust there behavior that is not appropriate. In a leadership position.

  46. Anonymous

    As a woman of color, I don't find anything about their use of AAVE and attempts at being "bilingual" as inclusive but rather insulting and offensive. I think HR should be notified so that they can have this conversation with them.

  47. Shelby C

    I would tell her that work is a professional setting which requires professionalism. Her language is not professional.

    As a Hispanic woman that receives white privilege due to my appearance this would still bother me. Her attempt at being sensitive is having the opposite effect.

  48. Sarah Nicole Campbell

    Just have a talk with them. Lay out in a nice way with no judgment. That will go a long way.

  49. Cindy Glover

    Do you have a non-discrimination policy? Maybe make a small update and redistribute it - Maybe a subtle hint like that may get the point across and also assure anyone that had been rubbed the wrong way knows you're taking it seriously

  50. Diane Haluszka

    Few things that you can do here. First, does your company provide training on inclusion and diversity, unconscious bias, etc? If so, I suggest both you and that individual take the class because as someone with directs, you should already be fully equipped to have this conversation. Second, speak with them immediately. Advise them that you appreciate them trying to be inclusive, but that is not the way to do it. Like stated in the comments below, lay it all out there.

  51. Anonymous

    What I’m gathering from the scenarios in this thread is, don’t assume. Don’t communicate with someone based on the assumptions that you make regarding their appearance. Yes, there can be DEI guidance, however, what one person finds is offensive pandering / “other than” another may view as an earnest attempt at showing support.

    For those who have pointed to DEI, my company doesn’t give specific enough to address the “gracis chica” comment in the OP.

  52. Anonymous

    This is a difficult situation all around.

    Let me give you an alternative viewpoint on the situation with this employee speaking Spanish:

    I am *white*. But, English is not my first language and my multi-ethnic family has always spoken 3-4 languages confluently. Speaking a mish-mashed Aritalienglinish is part of who I am. Part of our movement in DEI is making room for brave conversations and also for vulnerability, and I myself have had to have some of these conversations when someone insisted I wasn't allowed to speak my first language because of how I look in my skin.

    If this employee is truly in error because they're not Hispanic or have no cultural affiliation then yes, it needs to be addressed to that end. If they, however, are multi-lingual and/or multi-ethnic (and yes, a white person can be multiple other ethnicities), it's time for a broader, brave and vulnerable conversation. DEI doesn't say nor does it condone banning a white Hispanic person from speaking Spanish or a white Middle Eastern person from speaking Arabic or Aramaic. It doesn't ban a white child who was born in Tamaulipas and grew up speaking Spanish from doing so either. Brave conversations help us to uncover assumptions.

    ^^^I don't know what ethnicity the employee is from your post; I only know they're white appearing.

    The way that they're responding to black colleagues, however, is a huge problem and should be addressed immediately and head-on. You don't need to pussyfoot around it. If they're truly open to change you can say, "Hey, when you say this on email threads, it makes a number of our colleagues, including myself, uncomfortable. It would be more appropriate to just say, No problem."

  53. Sharon Grehan

    This absolutely needs to be addressed. I recommend being direct and firm, but kind. You can articulate that regardless of intent, the impact is not positive and is creating an uncomfortable work environment for many. Reiterate positive intent and that's an easy course correction. If the employee continues with this type of communication, then you need to take an even firmer approach, maybe even bringing in HR. Most likely they have no idea what they are doing is inappropriate and is an attempt to connect and be inclusive. Good luck!

  54. Victoria Abrams

    Discuss where the company or employees need to be in this ever-changing world. Don't point out what they have done but ways to make everyone better. Hand out literature, do a group seminar or send out a training video, mandatory so everyone has to watch and sign a training form that they did so.

  55. Anonymous

    Take her aside and explain that you need her to be a little more professional in the office. Explain that her language choices are a little too relaxed for the office environment and can be offensive or misconstrued by others and it's not appropriate in a business setting.

  56. Molly

    It sounds like she is well intended, but doesn’t understand that she’s appropriating culture rather than respecting them. As others have said, bring it up with her to help her understand.

  57. Anonymous

    I’m curious. How is a phrase appropriating a culture? I would think appropriation is part of a bigger pattern of behaviors.

  58. Molly

    I don’t think the phrase is appropriating a culture, I think the phrase could be a part of a larger vernacular (words and phrases used by social identity groups or by those who live in a given area -e.g. y’all instead of all of you) and so when someone adopts it in a specific situation, that is cultural appropriation.

  59. Anonymous

    I'm sure you don't mean to be offensive - but it's offensive that you think speaking slang is culturally appropriate to a specific ethnic group. So you think all blacks say "aint no thing? " You think broken, poor english is culturally appropriate to latinos?

  60. Molly

    Your comment is in response to mine, so it seems like a direct response to mine - I never said I think speaking slang is culturally appropriate. I think the OP’a story is all highly inappropriate cultural appropriation - as I stated.

  61. Anonymous

    In how you are describing the person, it seems they are misguided in how to fit in and relate and not malicious. I understand the sensitivities of the various communities as I myself am classified as a member of a "minority" group however, there are a few questions those that have given you the negative feedback should ponder:

    1.if those responses were given by someone black or latin, would the audience be upset?

    2 if the person was of mixed background but looked white, would it be as upsetting?

    3 could it be in the same judgement one has of this person, an unconscious bias of their own?

    I am not trying to upset or cause controversy but if the desire is equality/inclusion, then let us speak from a human perspective & not emotional. Don't judge, be curious about the person's background, be kind in the approach to help them relate...if all the love given fails then no choice to let HR handle.

  62. Anonymous

    To speak from a human perspective is to be emotional. I would not at all appreciate being addressed in latino/black/asian/jewish colloquialisms. The best way to address this is to address it to everyone - that slang, seemingly cultural colloquialisms are not professional and should not be used in a business setting.

  63. Cindy Gross

    Equity is more useful than equality. Equality leads to sameness, and sameness is a monoculture. Mountains of research show monocultures make more mistakes and financially underperform highly diverse teams and orgs. Equity meets people where they're at and gives people what they need to be successful. That means we recognize how some groups are punished for acting and saying certain ways/things, and additional harm is created when people not in that underserved group say things without the same negative repercussions.

  64. Anonymous

    The real issue, to me, is poor business English. Your company should have an inclusive policy, that enforces correct business English for all employees, not just the "White ones".

  65. Anonymous

    The reason is sometimes the same people that are speaking a persons language to try to come across genuine on the surface, would turn around and say or do something ignorant the next second. After that happens for a while to certain people, it is normally why they would want to get to know you and feel you out before you talk to them in their native language, because to many it is sacred and nostalgic to them,

  66. Jennifer Finger

    Two reasons:

    1) When you personally don't experience the hardships and discrimination that the group you're trying to imitate have endured, you come across as insincere at best and mocking the group at worst

    2) It is inappropriate in a professional situation where everyone needs to use professional language.

    I am Jewish, by the way, and wouldn't take well to Yiddish in a professional situation that isn't strictly Ashkenazi Jewish.

  67. Anonymous

    I agree. Her response of "why are people so sensitive" comes across as dismissive.

  68. Anonymous

    Part of the issue is that if this were a BIPOC, they would be labeled unprofessional. The other part is 'treat people the way *they* want to be treated.' This is disrespectful and as a Black woman, I would not want this. Even a little. It is not a connection point.

  69. Anonymous

    I want to add a note. I live in the South with many native Spanish speakers. They speak in Spanish around me and I understand little. I try to be inclusive by using the limited words with them to say hello. Hola, Amiga. I think it shows kindness and that is my intention. I do the same with my one Russian coworker. I try to learn a word here or there to show I acknowledge them and want to support them and allow them a slight bit of comfort. It is an olive branch from me.

    Much in the same vein, I ask about their culture and upbringing in a casual lunch. My Russian friend says she enjoys that, as she is often shunned or feels embarrassed being Russian around others. I am curious and ask open ended questions. Be open, kind, and most importantly ask people how they feel about things.

  70. bahrbe

    That is much different; and, as you say, shows your intent to try to learn their language. Such a gesture indicates an appreciation -- rather than a shallow appropriation -- of someone else's culture and language.

  71. Mary Johnson

    I feel that's different than your colleague - you've gone to great lengths to learn how to say hello with them so they can at least smile etc. You're not putting them at any unease. You sound like a person who makes the effort to ensure everyone feels welcome and included not uncomfortable.

  72. Anonymous

    As a women who is of a multicultural ethnicity, having lived in other countries as a military dependent and as a member of the military, and being of a little older generation than most members of the workforce today my first thought is that this employee is not intending to cause harm by using phrases that they may believe are harmless. The OP has mentioned that this person is not intending anything more than to be inclusive. My next thought is to the age group of this employee. Sometimes youth and lack of profession experience can come across as unprofessionalism, but in actuality they are just unschooled as to the ways of the business world. My last thought is that I'm very glad to not be actively in this workforce anymore with all this "wokeness" and sensitivity. I grew up and worked during a time and in fields of employment where this mentality just created division not inclusion. We don't realize that all this "wokeness" only shows just how wide asleep many can be. Being hyper sensitive and causing people to second guess themselves when interacting with people outside their race/color/ethnicity/culture/etc is not professional either.

  73. Anonymous

    I disagree.
    Being "woke" actually is intended to show respect for other people. Calling "woke" people "hyper sensitive" shows them disdain, is unprofessional, and does nothing whatsoever to foster an atmosphere of teamwork, professionalism, politeness, or respect for each other. It is immature. People can be as sensitive as they like to what amounts to being called names. Maybe you don't care, but your attitude could result in adverse effects on everyone else in the company that could do severe damage to the company's bottom line.

  74. Nepeta

    Couldn't have said it better myself. And I would add that youthfulness/inexperience does not give a person a pass for hurtful behavior -- whether it was intentional or not. In fact, Gens Y and Z (the "digital natives") are the most exposed generation to multiculturalism and should be the *most* aware about what constitutes potentially offensive behavior.

  75. Anonymous

    You should spend time hearing and trying to understand the horror stories and impact of what microaggression does to people what might a small inconvenience to you and others can be adversely impactful to others

  76. Nepeta

    You might find the book "Crucial Conversations" helpful as well. (Authors: Joseph Grenny, Kerry Patterson, Ron McMillan, Al Switzler, and Emily Gregory). Updates in the latest edition (3rd) cover interactions in a landscape of remote relationships, diverse cultures, and social media.

  77. Princess P.

    Totally agree! I suggest it be a required reading for everybody - whether you're a professional or managing people, a college student, recently married or a young parent.

    Helps you develop great relationships and breaks down the behaviors of having a successful crucial conversation. Great suggestion ??

Browse recent posts

Netwroking Event: Treating Interviews as Sales Conversations and Communicating Your Value 11/13 11AM ET
Networking Event: Treating Interviews as Sales Conversations and Communicating Your Value 11/13 11AM ET
When you role ends your experience goes with you....
Ready to land your next sales or marketing role? 🚀💜
Hiii everyone!
I'm. Current looking for remote jobs
See more
Fairygodboss VIP
Achieve your career goals.
Be part of the largest online career community for women to find jobs, advice, and support — for free.
Fairygodboss members