Coaching for Respect (CfR)™ Certification Program
The Gregg Ward Group offers public certification programs on Coaching for Respect (CfR)™ which is a specialized coaching process developed by Gregg Ward and grounded upon his two decades of work in Respectful Leadership. The CfR™ Process is based on a fundamental idea…“You don’t have to like someone to work with them, but you do have to have some level of respect for them.”
Occasionally, two co-workers will complain to HR or leadership about losing respect for a co-worker. This is where the CfR™ Process may be useful as a first step before a more formal investigation and disciplinary action.
Designed to be used by certified coaches who are HR and OD professionals, Executive Coaches, Mediators and or members of organizational leadership teams, The CfR™ Process brings two people, who have lost respect for each other, back into alignment on how they will work together in the future.
It is also specifically designed to be a first step in addressing the many disrespectful behaviors that fall short of requiring a formal HR/Legal investigation and/or disciplinary process. These behaviors include…
- Foul language directed at others / labeling others
- Demeaning / Belittling Comments / Sarcasm / Making Fun Of
- Interrupting / Ignoring Others
- Bullying / Yelling / Intimidating Verbal and Physical Behavior
- Incommunicative / Withholding Important Information / Lying
- Blaming & Shaming / Throwing Under the Bus
- Insubordination / Sabotage
- Commanding & Controlling
- Passive Aggressive Manipulation
- Kissing-Up / P***ing down
- Malicious Gossiping
- Enabling / Inaction / Failing to Intervene on Disrespect
- ETC
Interested in our Coaching for Respect (CfR) Certification Program?
The Coaching for Respect process is specifically designed to…
- Use specific CfR™ techniques to bring two people, who once respected each other, back towards mutual respect for each other
- Generate clarity on the past
- Help them understand the “what happened” between them
- Generate apologies for past behavior and commitments toward future behavior
- Re-establish respect and trust
- Rebuild a viable, effective working relationship
Coaching for Respect (CfR)™ Program Agenda
This two-day Certification program on The CfR™ Process is a highly interactive, immersive and experiential learning event designed for those professionals who are committed to being a powerful resource to their clients in helping them address disrespect and rebuild relationships. In addition to lectures, interactive discussions, and experiential learning sessions, the program features the use of live, professional actors portraying “living case studies” with which the participants will…
Day One
- Focuses on the Challenges, Issues and Concepts around Respect and Respectful Leadership
- Introduces The CfR™ Process process
- Review of “Living Case Studies” (custom-designed for program participants)
Day Two
- Review of The CfR™ Process
- Practice on Professional Actors portraying the “Living Case Studies”
- Final Review / Next Steps / Certification
The Seven RespectfulDo's
Be the First to Respect
Don’t wait for others to respect you first, be the first to show others respect no matter who they are, even strangers. Go ahead and make eye contact, smile genuinely and say ‘good morning,’ or ‘hello.’ It doesn’t matter if you’re the CEO or the owner of the company, if you’re the first to respect someone – even a total stranger just walking down a hallway in your building – you’re sending a powerful message about yourself, that you are going to be respectful to everyone. It’s easy to do, and if you keep doing it consistently, people will say how friendly and respectful you are.
Practice Regular Respect
Say “good morning,” “please,” and “thank you,” to everyone. Some people call this “common courtesy.” We call it Regular Respect. No matter what it’s called, you probably learned about it when you were growing up. Regular Respect is about greeting people warmly and taking a moment to acknowledge them. Regular Respect is also about really listening to others when they speak, and not interrupting. It’s also about being on time for meetings, and apologizing when you’re late. It’s about making sure you’re not dominating conversations; keeping foul language and name-calling to a minimum; and avoiding sensitive topics like politics, religion or sex that aren’t related to work. Practicing Regular Respect is also known as being a decent person. And you’ll be respected for it in return for it.
Be Respect-Worthy
Being Respect-Worthy is about behaving in ways that most people find worthy of their respect. It’s about being as honest and as open as you can about what’s going on in your company. Another part of being Respect-Worthy is following through on your commitments – actually doing what you say you’re going to do. And being Respect-Worthy is also about being consistently fair to everyone, not playing favorites or talking behind others’ backs. It also means being clear with your expectations – ensuring that the people who report to you know what you expect from them. In short, Respectful Leaders do their utmost to be worthy of others’ respect.
Look for Diamonds in the Rough
While it may be easy to identify others’ faults, it’s also fairly easy to look for the good in them, too, if we want to. This is called “looking for diamonds in the rough.” Respectful Leaders consistently look for, find, and acknowledge those qualities, skills and perspectives in others that are worthy of respect. They do this consistently with everyone, and encourage others to do the same. The impact of this practice is phenomenal. When people feel genuinely respected and acknowledged by their bosses they feel proud of themselves; their self-confidence is boosted and their overall attitude is positive and energetic. People who feel respected in this way are much more loyal and willing to go the extra mile when times get tough.
Get Your Shift Together
Shift happens! Problems and challenges are going to be brought to your attention all the time, and you will react to them with shifting types, degrees, and intensity of emotion. Stay aware of your shifting emotional states and do your best to “get your shift together” before reacting. Here’s why. If you’ve ever had a boss take out their frustrations on you, then you know how unfair it feels. So, as a Respectful Leader you have to get your shift together. How do you do that? Sometimes, just taking a deep breath or two is all it takes to get your shift together. Or, try standing up if you’re sitting, or sitting down if your standing, in order to change your blood flow and your energy level. Still another way to get your shift together is to find a “vent buddy,” someone you can go to privately, close the door, and just vent in front of.
Nip Disrespectful Behavior in the Bud, Respectfully
The Respectful Leader consistently steps in and nips disrespectful behavior in the bud. There’s nothing more uncomfortable than being part of a group where people are behaving disrespectfully but the boss does nothing about it. The Respectful Leader doesn’t tolerate disrespect; they’ll nip it in the bud as soon as it happens or shortly afterward. Usually this means taking the disrespectful person aside to a private location and giving them feedback about their behavior. One of the best methods for nipping disrespectful behavior in the bud respectfully is called the S.B.I. feedback technique. S for Situation: you describe the situation in which the behavior occurred. B for Behavior: describe, using neutral, factual language, the disrespectful behavior you observed/heard. I for Impact: describe, without blaming, the impact of the disrespectful behavior on you and on others involved in the situation.
Offer a Full Apology for Disrespect
Sometimes our negative emotions get the better of us and we behave disrespectfully. That’s called being human and it happens to the best of us. Once the Respectful Leader realizes they’ve been disrespectful, they offer a full apology. Here’s how you make a Full Apology. There are seven steps…
- Admit that what you said or did was disrespectful.
- Acknowledge that you understand how what you said or did hurt the other person.
- Say ‘there are no excuses for my behavior,’ ‘I have no excuse.’
- Apologize sincerely, and ask for forgiveness.
- Promise that it will never happen again. (And make sure that it doesn’t.)
- Offer to make amends, to make it up to the person somehow and offer a plan for how you’re going to do that.
- Start trying to make amends, even if they haven’t accepted your apology or forgiven you.