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Time to Act Civilly at Work? Professor Porath Says It Pays Off.

“Nice guys finish last” dies hard as a falsehood. It isn’t true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line.

Prof. Porath is building a case that respect and civility bumps the bottom line.

Prof. Porath is building a case that respect and civility bump the bottom line.

Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line.

Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

It is hard to avoid a bad mood and snappish behavior when you are stressed and hurried, or when you think someone else’s mistake is going to reflect badly on you. But to keep your team motivated, you have to keep your sour mood unfocused on them.

“Over the long term treating people in a way you wouldn’t want to be treated yourself accomplishes little – except demotivation and demoralization,” wrote Lipman. “Mindset matters.  It’s just common sense: Employees have to be in the right mindset to want to do their best for you.”

Let’s move on to Porath’s own conclusions:

“I’ve surveyed hundreds of people across organizations spanning more than 17 industries, and asked people why they behaved uncivilly,” Porath writes. “Over half of them claim it is because they are overloaded, and more than 40% say they have no time to be nice.”

“Saying you don’t have time to treat employees respectfully is akin to saying you don’t have time to treat people in a way that will get good results…which after all is your job as a manager,” wrote Lipman in his concurrence.

The great leader keeps his or her venting behind closed doors or in the parked car before the drive home. In front of the team, conversations about poor performance or mistakes are always focused on how to make the situation better.

So, that’s the takeaway: Treating people civilly at all times is good for performance. Porath has measured this, and confirmed that this theory holds up.

There is a saving grace, as Porath herself notes in the article: Incivility is often inflicted out of ignorance of the impact of the behavior, a cluelessness about how it is received and perceived by those who experience or witness it. Most nasty behavior is “learned” just as good behavior can be. Ask a mean manager why he acts that way, and often the answer is “you mean there is another way? I thought this was the way bosses retained authority.”

So raising your own awareness about how your actions affect others’ motivation is a critical first step in transforming your ability to lead effectively.

How may we help team CTAIt’s just a first step, though. Habits, especially bad ones, are hard to eliminate without the help of those around you. The second step is commitment to change. The third is the hardest: Being humble enough to ask for help, and really accept it.

If you need help with that, we know some folks who can provide it.

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"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

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"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

The ROI of Team Engagement – How to Measure?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

How Well Do You Grow Future Leaders?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Challenge Negative Mindsets When Pursuing New Ideas

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

A Fresh Start on Performance Reviews: Alere Sets a Great Example

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Generation Xers are Today’s Leaders – Invest in Them

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

How Can Your Words Build or Break Trust With Co-Workers?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

The Lemonade of Employee Turnover

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Google Survey Connects Workplace Flexibility to Morale – No Surprise There!

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Employee Engagement is a Two-Way Street

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

You Will Not Engage Every Employee – Nor Should You

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Make August Your Personal Rejuvenation Month

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

The Unbiased Opinion is a Myth. Discard It.

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

When Motivating Employees, Do Words Get In the Way?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

How to Sell Senior Executives on the Value of Talent Development

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Temporary Project Teams Need Scaffolding to Work Well

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

To Manage or To Lead – That is the Question

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Break Conversational Habits to Break Out of Ruts

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Schedule that “Thirdly Review”!

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Make Spring Fever a Productive Force at Work

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Change Happens Inside Out – Driven By Middle Managers

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Hiring Outsiders Costs Money. Save it by Investing in Human Development.

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

How Quickly Does Your Culture Sub-Optimize New Talent?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

How Do You Fix a Jerk at Work?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Valentines Day Marks the Halfway Point in Q1 – How Are Your Leadership Resolutions Fairing?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

More Grist for the “Why Are Employees Not Engaged” Chat Mill

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Dave Tighe Joins Writers on LinkedIn as Employee Engagement Expert

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Leadership Tips for Kicking Off 2015

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

In 2015 Employee Engagement Will Look Like It Did in 2014…and 2013…

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Employee Engagement Must Address Professional and Personal Performance Factors

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

January Leadership Advice Deluge has Begun! Resist the Urge to Read It All.

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

McKinsey Offers Evidence: Senior Executives Still Struggle With Leadership Habits

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Happy Holidays from Bovo-Tighe!

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

2014 is Done – Time to Kick-Start January

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Sweat the Small Stuff Says Rory Sutherland in a TED Talk – This is What Bovo-Tighe Does for You

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Happy Thanksgiving from Bovo-Tighe

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Just Twenty Working Days ‘Till Christmas – What Can You Get Done???

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Defend Human Development Investments Strategically

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Be Great to Work With

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Leaders Must Still Manage. You Don’t Get Off That Hook!

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

It Takes Time to Change Employee Habits – And Lots of Support.

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Employee Recognition – Easy to Say, Hard (it seems) to Do

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Misguided Advice from Monster about Aspiring to a Leadership Role

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Honda Waigaya and Outward Bound – Lessons in Patient Leadership

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Master the Art of Questioning (and Listening) to Better Raise Productivity

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Kick-Start Your Team’s Productivity Push for Autumn

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Leaders Master the Art of Questioning to Raise Employee Engagement

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Halogen Software Offers Sample Comments for Performance Reviews. We Disapprove!

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Asking Silly Questions Makes You Smarter

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Employee Engagement is Personal, So Personalize Your Approach

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Maslow’s Hierarchy and Employee Engagement – Make the Connections!

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

The Case of the Market Basket CEO – Leaders Who Care Get Strong Employee Support

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Leaders: Spend More Time Leading People and Less Time Doing Stuff

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Take Steps to Run Better Meetings – Walk While You Talk

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Confident Leaders Keep Arrogance at Bay With a Dose of Humility

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Employee Engagement is Really Simple – But Does Take Energy and Focus

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Great Leaders See Themselves as Others See Them – And Engage Better

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Sayonara June! Hola July! Time for Mid-Year Resolutions.

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Leaven Your Positive Leadership Outlook With Real-World Negativity – Pursue the Truth!

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Reset Your Leadership Mindset for the Next Six Months

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Great Leaders Make Life Better for Their Followers

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Defend No Process – Defend the Mission Against Old Processes

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

How to Maintain Workplace Productivity During the Summer Vacation Season

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

A More Productive Mindset for Work in Six Steps

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

A Great Set of Productivity Tips – Read This Instead of Facebook at Lunch Today

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Honor the Last Full Measure of Devotion on Memorial Day

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

As a leader, you will get angry – How you handle that anger is critical to team productivity

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Middle Managers Can All Lead – If You Show Them How

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Never Assume: Pursuit of Truth Makes Decision-Making Better

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

The Last Mile of Employee Engagement is the Hardest to Travel

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

We Love the Energizing Month of May

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Transformational Leadership Skill Spring Shape-Up

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Still Pushing Employees to the Brink: A bad habit from the Great Recession.

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Toyota Agrees: Machines Don’t Innovate – People Do.

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Leadership Development Gaps Expose a Lack of Strategic Commitment

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

“Overnight” Organizational Change Takes Great Long-Term Leadership

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

A “Lucky Seven” Set of Tips for the Freshly Minted Leader

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Does Your Online Presence Promote You?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Leaders Don’t Pick Winners: Develop All of Your Team Members

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

May the Wind be at Your Back this St. Patrick’s Day

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Leadership Lessons for the Ides of March

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Our Foundations of Excellence Refresher

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Great Conversations Build Employee Engagement

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

i4cp Research Isolates Six Key Employee Engagement Factors

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Tap Untapped Talent You Have Already Hired

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Each Great Leader is Unique, But They All Engage

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Bovo-Tighe Supports Shell in Launch of New Gulf Platform

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Annual Performance Reviews Should be the Icing not the Cake

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Resources We Rely On for New Ideas about Employee Engagement

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Machines Don’t Innovate: People Do.

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Hide From Your Manager to Get More Done!

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Leadership Quotes to Get Your Mind Set for February

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Leadership Development Does Not Have to Cost an Arm and a Leg

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Brooke Bovo at TTI Winter Conference: Love Your Clients, Not Your Expertise

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Why Does Leadership Development Fail to Create Great Leaders?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

New Year Resolution: Make a Habit of Your Productive Mindset

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

OSHA Discloses Most Common Workplace Hazards – The List Remains the Same

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Leadership Lessons from Scrooge and the Grinch

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Merry Christmas from Bovo-Tighe

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

McKinsey Highlights Slow Adoption Rate for Intra-Company Social Networks

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Holiday Employee Gifts that Cost Little More Than a Bit of Your Time

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Books to Inspire Great Leaders Include Goodwin’s “Team of Rivals”

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

A Culture of Agility Requires a Commitment to the Pursuit of Truth

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Lean Manufacturing Demands Fully Engaged Employees

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Happy Thanksgiving from Bovo-Tighe

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Rob Markey of Bain and Co.: Employee Engagement Rocks!

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Flexible Job Schedules Can Win Employee Loyalty

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Employee Engagement a Strategic HR Imperative for 2014

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Maintaining Work-Life Balance During the Holidays

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

The Paradox of Employee Engagement: It Works Yet Few Companies Try

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Remember Veterans on Veterans Day with a Heartfelt Thank You

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Defuse the Gunpowder Barrel with Sustained Employee Engagement

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Happy Halloween from Bovo-Tighe!

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Minga Foundation Ups Productivity by Raising Awareness of Personal Motivators

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

How Pessimists Keep Optimists in the Black

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Gallup Employee Engagement Results Not Budging

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Stop Being Nice at Work? Not So Fast!

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Aberdeen Report Finds Competitive Advantage for Companies that Improve Hiring Processes

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Three Leadership Tasks That Unleash Team Productivity

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

What Prevents Teamwork From Adding Value?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

How Can You Make a Vacation From Work Truly Stress-Free?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Time Off is Restorative – Organizations that Don’t Encourage It Lose Out

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Have Employees Track Their Own Successes to Raise Engagement

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

A Quick Cost/Benefit Analysis of Employee Training and Development

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Bovo-Tighe Participates in 2013 CLO Forum

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Labor Day in the U.S.: A Connection to Employee Engagement

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Great Employee Engagement Starts by Asking a Lot of Questions

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Leadership Inspiration for a Hot Day in August

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Employee Engagement Remains Elusive: You Are the Problem and the Solution

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

More Thoughts on the Great Value of Middle Management Leadership Training

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Working from Home Does Raise Employee Engagement, if Done the Right Way

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Define leadership more broadly. Anyone can lead, at any level.

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Engaged Employees Accumulate Business Acumen

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Engaged Employees Honor the Pursuit of Truth – And You Should Value That Trait

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Bovo-Tighe Presents Dole Case Study at HR Star Conference

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Build a Corporate Culture that Embraces Change

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Happy Independence Day

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Celebrating Failure? You Bet! How Else Can You Learn New Stuff?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

CEOs Must Foster Culture Based on People – Not Process

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Gallup Confirms the American Worker Remains Unengaged

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Bovo-Tighe Senior Consultant Steve Eddy Honored at the University of Nebraska

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Is it possible to be overworked and underutilized?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Create Great Leaders in Your Organization

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Retain Talent by Fostering Professional and Personal Growth

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Leadership Starts with Engagement

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Take the Time to Say Thank You to Those Who Died Defending Us

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

When Should You Micromanage Employees?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Leadership in Public Management

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Time to Rehire Yourself?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Of Lollipops and Leadership

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

HubSpot and Netflix Offer Insights on Building Productive Organizational Cultures

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Why We Love May at Bovo-Tighe

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Are Millennials Really Different About Job-Hopping?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Bovo-Tighe and Harvard Business School Are On the Same Page

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Lessons on Leadership from Britain’s Royal Navy

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Raise the Meaning Quotient for Employees to Raise Productivity

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Employees Can Only Manage Their Time if the Organization Lets Them

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Social Media Collaboration is Shaking Up How Employees Engage with Each Other

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Goal Alignment Takes Work and Communication that Counts

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Our Philosophy about the Pursuit of Truth Includes Your Health

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Three Key Drivers of Employee Engagement

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

March Madness is a Leadership Moment

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

May the road rise to meet you on this St. Patrick’s Day.

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

QBQ works well with the Bovo-Tighe Foundations of Excellence philosophy

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Leadership Tales from Top People – Courtesy of LinkedIn

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Marissa Mayer Should Focus on Employee Engagement

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Accelerative Learning Article Now Posted on eZineArticles.com

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Drop Your Information Filters to Boost Engagement with Fellow Employees

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

More Thoughts on How to Engage Employees

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Challenging “Accepted Wisdom” Unlocks Creativity and Productivity

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Quotes that make you think – Are you open to the truths you need to hear?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Passion at Work: Nurturing it Starts the First Day of Employment

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Stephen Covey: A Truly Inspirational Force for Innovation in Human Development

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Summer Thoughts on the Pursuit of Truth

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Employee Dissatisfaction Still the Norm in 2012 – Therein Lies Opportunity!

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Exploring 8 Rules for Creating Passionate Corporate Cultures (Round Three)

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Stop Hating Meetings: Fix Them Yourself!

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

New Bovo-Tighe Article on eZineArticles.com about Better Meeting Practices

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Employees are Consumers of Corporate Culture: They won’t “buy in” until you earn their trust!

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

101 Steps Towards Better Leadership

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Transformational vs. Transactional Leadership: A Worthy Distinction

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

The Cure for Bad Meetings: Pay Attention and Contribute!

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Caring for Your Employees Unlocks Great Productivity

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Leadership Behavior Can Stifle Productivity – Even Unintentionally

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Leadership: Its Trappings Lead Good People Astray

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Information Underload: Bad for Employee Engagement

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Zen and the Pursuit of Truth at Work

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Client News: Shell Sets Record for Deepest Oil and Gas Well

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

How Kingsford Charcoal Taught DuPont a Thing or Two about Employee Engagement

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Bovo-Tighe Client Newsletter – November 2011

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Workplace Time Wasters: Facebook vs. the Two-Martini Lunch

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Dumb Things Bosses Do

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Dumb Things Bosses Do

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Bovo-Tighe Client Newsletter October 2011

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Steve Jobs: A Born Visionary Who Learned to be a Leader

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Old United “Speech” Ad Still Resonates Strongly in the Digital Age

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Power Breeds Overconfidence in Leaders

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Do You Know All the Facets of Employee Engagement?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Coaching for Senior Executives Must Come Up From Subordinates

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Bovo-Tighe’s September Client Newsletter – 2011

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Bovo-Tighe Client Newsletter – Summer 2011

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Presenting at the National Property Management Association Annual Education Seminar

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Bovo-Tighe connects with the HR community at the HR Star Conference

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Book Review: How to be Happy, Dammit!

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Bovo-Tighe Client Newsletter June 2011

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

One-Foot-Out-the-Door Disease is Bad for Productivity

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

How best to make leadership training truly work? Never stop!

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Bovo-Tighe shares a snap-shot of its ongoing work on Alaska’s North Slope

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Leadership: It all starts with you

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Bovo-Tighe Newsletter May 2011

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Bovo-Tighe at the Offshore Technology Conference

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

We applaud our client, the Elizabeth Glaser Pediatric AIDS Foundation, on their Webby Award

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Technoserve extends its initiatives in Africa by leveraging Bovo-Tighe expertise.

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Irrational Decision-Making: Embrace the Human Factor!

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Performance Management Needs to Recover its Mojo

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

A standing ovation for an active client, Technoserve, which helps poor communities thrive worldwide!

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Bovo-Tighe’s March 2011 Client Newsletter

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

The Bombardier Case Study: Successful Commitment to Employee Engagement

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Talent Management: All agree we need it. Few act on it.

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

On Performance Reviews: The Urge to be Better-than-Worst Raises Productivity

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Influence Competence: Effective Employee Engagement Skills Under a New Name

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Talent Management: How It Helps With Crisis Management

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Employee Engagement: Have you thought about ice cream?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Tasked with Corporate Training? Seek Outside Help

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Corporate Communications: Keep an Equal Balance Between Ethics and Achievement

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Changing Corporate Mindsets is the Critical Path to Cultural Change: Now We Have Research to Prove It!

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Bovo-Tighe explores Kazakh Psychologies of Achievement

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Corporate Cultures: Bottom-up change is best.

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Are people truly your company’s best asset? Can you prove it?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Compensation Plans vs Employee Emotion

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Pay-For-Performance versus Full Engagement

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

On Leadership: Would you work for yourself?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Employee Engagement is simply the Foundation for Excellence

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Why doesn’t employee training work better?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Change Management: The entire organization needs to participate

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Fostering Innovation: HR Must Lead the Way

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

About that left brain-right brain split: It doesn’t happen.

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

With Leadership Development: Are We Smarter that Fifth-Graders?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Bovo-Tighe’s January 2011 Client Newsletter

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Corporate Flu Epidemics: What Sort of Infectious Attitudes Do You Spread Around?

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Bovo-Tighe December Newsletter

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Change employee behavior by changing their bad habits.

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Be the first on your block to re-engage your employees.

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Performance Reviews done well require great communication.

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

No One Was Ever Motivated by a Meeting

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

No One Ever Improved by Having Their “Performance Reviewed Annually”

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Meetings That Rock!

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Corporate Mission Statements die on Plaques

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

Inhibit Intellectual Growth and Innovation in Your Company

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

How to incorrectly use ‘Management By Objectives’

"Nice guys finish last" dies hard as a falsehood. It isn't true in the aggregate but can seem frustratingly real day- to-day. Now a professor at Georgetown may be on the tail of material proof that civility plumbs the bottom line. [caption id="attachment_1268" align="alignright" width="181"]Prof. Porath is building a case that respect and civility bumps the bottom line. Prof. Porath is building a case that respect and civility bump the bottom line.[/caption] Victor Lipman, a leadership columnist on Forbes.com, connected me through a recent article to a piece by Christine Porath in the New York Times called No Time to be Nice at Work. Porath is a professor who studies the effects of incivility at work (yes!), and has now gathered enough evidence to support her conclusion that nasty boss behavior is bad for the bottom line. Lipman notes in his article that “after nearly a quarter century in Fortune 500 company management, I came to the firm conclusion that management civility is a difference maker – not because it’s somehow nice or ethical or politically correct…but because it’s effective. It gets results. In an environment where numerous large studies show that only around 30% of employees are fully engaged at work, at a productivity loss exceeding $400 billion a year, civility breeds productivity, not resentment.”

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