Helping leaders motivate their people to a higher level of performance through strong human relations, team building, and goal achieving. This is the seven Minute Leadership Podcast with your host Paul Felloaldo.
Hello everyone, and welcome to the seven Minute Leadership Podcast. It's episode three h two. One of the things I tell my employees often is this, my job is to provide you with a workplace free of bullying, harassment, and intimidation. My job is also to make sure that you go home to your family at the end of every shift. Notice I don't mention that my job is to save every life, turn a profit or trying to be the
greatest ems chief in the world. I say that because as a leader, the foundation of what I do isn't about ego or accolades. It's about creating an environment where people feel safe, respected and valued. And that's what today's episode is all about. So what zero tolerance actually means?
Too often organizations slap a zero tolerance label on their policies, but when harassment, bullying, or intimidation happens, they hesitate, They look the other way, They let things slide because it's complicated, or the person causing the issue as a top performer. That's not zero tolerance. That's selective enforcement, and it destroys trust in leadership. Zero tolerance means exactly that no exceptions. If bullying, harassment, or intimidation occur, action is taken every time,
no matter who it is. If you're in a leadership role, people look to you to set the standard, and in any industry, how you handle workplace culture can be the difference between a strong, cohesive team and a toxic, dysfunctional one. So here's how you uphold a true zero tolerance culture. Number one, be clear and consistent. Your team should never have to wonder where the line is. Be crystal clear on what behaviors won't be tolerated and just as importantly,
what the consequences will be. Number two, take action immediately the moment you see or hear about bullying, intimidation, or harassment. Address it. Don't wait, don't investigate for six months, and don't let things work themselves out. Your silence is approval. And number three, support the victim, not the problem. Too many workplaces protect the harasser because they're good at their job.
That's a failure of leadership. Support the person who had the courage to speak up, If someone on your team feels unsafe or disrespected, their ability to do their job suffers, and so does the entire team. In last lead by example, you can't enforce a zero tolerance policy if you tolerate it in small doses. If you laugh off an inappropriate comment, ignore workplace clicks, or let intimidation slide, you're signaling to your team that the rules don't really matter. And here's
what employees should do. If you're dealing with bullying, harassment, or intimidation. Here's what you need to remember. Document everything, dates times, what was said or done, and who witnessed it, and report it. Don't suffer in silence, follow your company's reporting process, and most importantly, know you're worth No job is worth your mental health or safety. If leadership won't take action, escalate the issue, or find a workplace that
values you. A strong leader protects their people. I don't care how talented someone is. If they create a toxic environment, they don't belong on the team. My job is not to be the greatest ems chief in the world. My job is to send you home to your family at the end of every shift, and to make sure that while you're here, you work in an environment free of harassment, pullying,
and intimidation. If you're a leader, remember zero tolerance means zero tolerance, not when it's convenient, not when it's easy, every single time. And if you haven't done so, please five start review the show on whatever platform you listen on, and head over to Amazon and pick up your copy of my newest book, The Leadership Academy. This has been a seven minute leadership podcast and I thank you for listening.
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