As described in Regulation 347, the transportation of municipal waste, liquid industrial waste or hazardous waste requires driver training in order to “ensure that wastes are effectively managed from the point of their generation to where they are ultimately processed or disposed of. To provide this necessary control, the regulation includes definitions for different waste types and detailed requirements for a range of waste management activities.” Source
If you have a waste management system that has an ECA (Environmental Compliance Approval) or registered EASR (Environmental Activity and Sector Registry), you will typically have a requirement for a certificate to be held in the waste transportation vehicle, indicating that the driver has received this training. The certificate must have specific information such as the driver’s name, the name of the business, the ECA or EASR number, it will also contain information such as the date the training was completed as well as the name and organization of the trainer that provided this training. The certificate should remain with the driver at all times while on-duty, as any regulatory officer can ask the driver to produce this card . Should the driver not have a compliant card or not have the card in his or her possession, fines can and will occur. It is also imperative that your company contacts the local municipality to find out what they consider hauled liquid waste, as this can vary from site to site.
In May of 2012, on the Trans-Canada highway, a septic tank truck caught the ditch and lost control, more than 3000 liters of raw sewage, seeped into a nearby creek, creating algae build-up and causing fish and other wildlife to suffer. Environmental impacts of this nature are incredibly difficult to rectify. The ongoing cost of water filtration, wildlife reintroduction, and forest rehabilitation can reach into the millions of dollars. Knowing how to respond to any type of spill you may have and reacting accordingly is imperative and can greatly reduce a chance of any environmental impact.
This government required training is put in place for the betterment of the employee(s), the environment and to reduce adverse affects to human health and the environment.
At MySDS Inc. we offer an online C-12 course, as well as an in-person instructor-led customized course (recommended for groups of 15+).
In short: leaders create risk, and managers reduce it.
LEADERSHIP ANTICIPATES THE BEST OUT OF PEOPLE, AND MANAGEMENT ANTICIPATES THE WORST. While leadership invites others to follow, management ensures the followers are following.
Leadership is the act of inviting others to a new and better future. A leader inspires and creates change by casting a vision of a destination that is different, better, and achievable.
Management is the ensuring things happen by creating, communicating, and monitoring expectations. It tracks individual people to see that they perform as expected, as opposed to inspiring a number of them.
Leadership skills can be summarized as those skills relevant to interacting with large groups of people, and to inspiring and creating vision. Conversely, management skills are those which are relevant to interacting with individual people, and to specifying and monitoring performance.
Many of the skills required to lead people are also the ones used to manage people. However, the expression of these skills can be significantly different. For instance, a leader needs to effectively communicate to be compelling and inspirational, and a manager needs to effectively communicate to be precise and personal.
Because of the skillset overlaps between management and leadership, it is quite possible that a single person assumes either of these roles.
Want to learn more about leadership? Check out EVERYTHING YOU NEED TO KNOW ABOUT LEADERSHIP.
Bad bosses can be deadly. One 15-year study found that when employees had a difficult relationship with their boss, they were 30% more likely to suffer from heart disease. Perhaps really bad bosses have lower coronary disease because their hearts are seldom used!
If you have ever said, “My boss makes me sick!” you might be right. A British study found that stress induced by a bad boss lowers immune response, and participants were more susceptible to a cold virus.
As with much in life, it’s not what happens to us, but what we do about it. A bad boss might victimize you, but you choose whether to be a victim. Strong leaders don’t wait, they initiate. If you have a bad boss, you can decide that he or she’s not unbearable and live with your situation, fire your boss by leaving, or practice upward leadership with some boss management.
Boss management or leading upward is one of the most popular topics on our website. Recently The Globe & Mail published my column on Five Ways to Deal with a Bad Boss in their Leadership Labs section. I condensed years of writing and coaching on this topic into five steps:
- Strengthen your credibility and relationship
- Check your timing and approach
- Don’t wait, initiate
- Speak up
- Fire a bully boss
Click here to read the column for a brief description of each step.
A reporter once asked the Dalai Lama why he didn’t hate the Chinese Communists. Now they have some bad bosses! The Dalai Lama replied, “They have taken over Tibet, destroyed our temples, burned our sacred texts, ruined our communities, and taken away our freedom. They have taken so much. Why should I let them also take my peace of mind?”
It has been a spring that many will say there was nothing to smile about. It was cold, rainy and dark. From all the rain we have beautiful green lawns and flowers starting to bloom. Again there are many people in parts of the world that are not smiling with all the rain causing flooding and destruction. I wanted to take this opportunity to write about smiling and how contagious it may be in our workplace and for our clients.
Some people are always smiling, cheerful, and they seem to brighten up a room. Their positive attitude and gusto are identified by those they come in contact with. Moreover, we have all encountered those have the opposite effect on people-the “doom and gloom effect.” we often refer to one’s attitude and yet what is that? It is your mental state or the position you take regarding life.
Zig Ziglar once said, “Your attitude, not your aptitude, will determine your altitude.” If you take the word “OPPORTUNITYISNOWHERE,” some people see the “no where” while others see “now here.” So is the glass half empty or half full? Often the difference between success and failure is not linked to how we look, how we dress, or how much education we have; it is based on how we think!
Great leaders share the same thought; knowing that a positive attitude is contagious. As leaders, it is vital that we display a positive mindset daily. After all, if we expect our employees to express positive attitudes, we should model such behaviours for them to see.
Each day we have a choice of whether we elect to display a positive or negative attitude. Daily, we encounter negative attitudes at work and in our personal lives. If you remain positive amongst pessimism, you can be contagious.
Some times it is not that easy. I have found some tips I would like to share to help you be positive from “Attitudes are Contagious. Is Yours Worth Catching” by Patti Wanamaker.
- – people love to be around enthusiastic people. Enthusiasm is contagious and draws others to you like a magnet.
- – if you want to stay positive, stay away from people that drag you down. Associate yourself around like-minded people.
- – smiling makes it all better. Smiling releases endorphins and serotonin, which are known as the feel-good hormones. It is a lot easier to adopt a positive attitude when you feel good!
- – positive thoughts lead to a positive attitude, while negative thoughts lead to an adverse reaction.
- – limit your complaints. Whining and griping about anything and everything will not create a positive attitude. When you are complaining, you are spreading negativity.
· If you want more success in your leadership role and to have a positive impact on your employees, then make sure your attitude is worth catching.
Many of you are thinking, what is there to smile about, and why maintain a positive attitude when there are doom and gloom around us? Research has shown that there are health benefits of smiling in the workplace. We are dealing with conflict, mental health issues and have difficult situations arising every day as we manage our workplace. Interestingly many years ago, it was declared that “the smile is the best medicine for the happiness of humanity.” Later scientific research explained the effects and physiological benefits of smiling for a healthier life. Smiling can be beneficial, in dealing with illness, pressures of everyday life, stress at work, and smiling can even substantially change the quality and forecasts of our lives.
Would life not be better if people smile regularly? I think smiling every day would keep you away from the doctor and feeling self-confident. Try these:
- By smiling, we can reduce the level of stress hormones. Smiling helps us to increase the number of antibody-producing cells and improve the effectiveness of other cells.
- Smiling is good for our general health. Smiling 100 times is equivalent to ten minutes of rowing or cycling in fifteen minutes.
- Sometimes we just want to laugh or cry. That means you want to release all the pent feelings in your head, making you feel both physically and mentally better. So to reduce anxiety smile often, even when you are not happy. Smiling at others will, in turn, help them be happy.
- Smiling can take you from being angry, stressed, feeling guilty, and negative to putting you in a more favourable frame of mind. Smiling will make you change yourself and improve the attitudes and thinking to other people to the better.
- When people can view an event that may be frightening as funny, they may be able to feel more content and see the events occurred just merely as a “challenge” in life, rather than a threat.
There are times when smiling, and laughter can be contagious. If you smile more than you can make other people around you also smile more. So by smiling yourself, you can reduce the stress levels of people around you and change their moods. Maybe even improve the quality of social interaction, and reduce your stress level as well.
They say that optimists have a stronger immune system and can fight disease better than the pessimists. There is a link between a positive attitude and good health, which is measured in many different ways. In general, researchers have discovered that optimistic people are more healthy, and they have a stronger immune system.
According to the British Organization of Dental Health, a smile has the level of stimulation as eating 2000 chocolate bars.
A smile does not cost you a cent, and it is easy to spread. A recent study showed that preschool children laugh 400 times a day, but the time we reach adulthood, we just laugh an average of 17 times per day.
So take the challenge and smile more often and find things in your lives that you can laugh about.
Stay great and healthy.
Monika B. Jensen PhD is Principal of the Aviary Group and can be contacted by email at [email protected]
In today’s workplace employee conflicts may and do happen. Sometimes they begin as simple matters which escalate into significant issues in the workplace causing lower performance and productivity resulting in lack of communication, misunderstanding of the intent, personality clashes or different perceptions and values.
It is vital to deal with employee conflict, whether minor or significant, in a timely fashion to preserve a positive, healthy work environment and to evade any increase or collateral damage among work teams and others departments.
We are finding that managers often do not respond accordingly to the issues of conflict in the workplace. In many cases, it is for lack of experience, fear of retaliation against them, insufficient training and lack of confidence. Sometimes they find it easier to avoid and ignore then tackle the sensitive issues.
When issues are not dealt with quickly and efficiently in the workplace, they tend to fester and develop in magnitude. When an employer has contacted me, the situation usually has been growing underground, so to speak, for some months before it explodes in either the HR office or before the managers. Typically, at this point, the problem is more complicated, involves more staff and takes more effort and time to resolve. At times it may even undermine the staff’s confidence in the manager’s ability to manage.
Some common behaviours of supervisors and managers which may have a negative impact on the managing of workplace disputes effectively would be ignoring the situation until it is about to “burst”.
When managers disregard challenging situations, when they do come to the surface, they require immediate and urgent action usually at a very inconvenient time to resolve. Some managers tend to overlook an awkward situation altogether until the case is ready to blow up. Then they need to take immediate action to try to deal with it, and this almost always occurs at an inconvenient time, like on a Friday afternoon before a long weekend. Putting your management head in the sand will not make the problem go away, it will only make it worst. Taking action early in the workplace dispute development is usually the best solution, with the most excellent chance of success.
Not dealing with a conflict that is escalating quickly, many managers found themselves frustrated and overwhelmed which could add fuel to the case, potentially affecting the decision-making process and the capability to contain and resolve the situation comprehensively.
Another mistake a manager may make is letting the office politics interfere with resolving the conflict. When office politics interfere with the steps of the solution, staff in the workplace goes camping. Taking sides of either the complainant or the respondent. The team that tries to remain neutral (sitting on the fence) only suffer the ongoing bickering of the two parties.
The way that employees perceive situations in the workplace are essential to resolving the conflicts in the actions to be taken. A biased move (recognized or not) on the managers part may result in more battles and create permanent barriers in the workplace.
The objective of workplace dispute resolution in the first place is to come to an agreement or solution that is practical and realistic for all parties. So it may mean there is a requirement for conciliation to move forward to resolution by the manager.
Taking a page out of Steven Covey’s “7 Habits of Highly Effective People” book and initially “seek to understand then be understood”.
Sitting down with the employees, listening actively to what they are disturbed about, gathering all the information from both sides and only then attempting to craft a clear picture of what is going on, why and what the options might be regarding resolving or improving things for those caught up in the conflict.
The bottom line is that disputes and conflict in the workplace are not stoppable. Anticipating how to approach these workplace situations beforehand, may put you in a position to be ready to take action when they occur.
Monika B. Jensen PhD
October is Mental Health Month. Recently there has been bigger mindfulness of the impact of mental health problems on individuals and the workplace. The economic impact is realized through direct treatment costs to the health care system as well as indirect costs, such as reduced or lost productivity due to absenteeism.
Mental health problems account for about half of employee absences due to illness each year in Canada for example, 3.5 days lost per employee per year are due to mental health problems. It is estimated that mental illness results in 35 million lost workdays each year in Canada.’
Employees living with mental health problems may feel and behave out of character at home and work. There may be feelings of things not quite right, yet they are unable to pinpoint the problem. Their co-workers, supervisors and family members may start to notice a change in mood and behaviour.
Signs that indicate an employee or colleague may have a mental health problem are:
· Regular late arrivals or often absent
· Lack of teamwork or an over-all disinterest in working with co-workers
· Lower output
· Increased mishaps or safety problems
· Numerous complaints of exhaustion or unexplained pains
· Difficulty focusing, not being decisive or forgetting things
· Making apologies for missed deadlines or poor work
· Decreased attention or involvement in one’s work
· Working excessive overtime over a prolonged period
· Expressions of outlandish or grand ideas
· Displays of irritation or pointing the finger at others
It is important to highlight that people behaving in these ways may be just having a bad day or week or dealing with a difficult situation in their personal life that may be temporary. A pattern that continues for a more extended period, however, may point to an underlying mental health problem.
Stress is a consistent part of life and work, and it can be positive or negative. Unwarranted hurtful stress through life events, including workplace issues, can contribute to mental health problems. Work itself can be expected to generate a certain level of stress associated with meeting deadlines and expectations, the need to feel valued and the loss of control over one’s time.
There are many causes of workplace stress. One key to effective stress management is maintaining awareness of the potential stressors and readiness to address them before they become problematic. Some of the most critical sources of work-related stress are listed below.
· Poor communication
· Incongruity in work demands, individual ability and amount of control over working practices
· Work overload and work underload
· Shift work and/or night work
· Segregation, isolation and/or unstructured support for home workers
· Short-term contracts
· Role conflict, uncertainty and changing roles
· The uneven weight assigned by management to consultation, support and control
· Lack of training for managers in communication and people skills
· Uncomfortable physical workspace
· Introduction of new technology, if not planned and gradual
· The culture of presenteeism, in which an employee feels the need to be seen working at all times
· Work-life imbalance
· Home-based stresses that support or feed off of work-based stresses
Managing workplace stress can include training for employees to raise awareness about the causes and effects of stress, as well as to learn skills for coping with stress at work and in their personal lives.
Research has shown that some job stressors are worse than others, such as jobs that continuously involve imposed deadlines over an extended period and give individuals little control over the day-to-day organization of their work (high demand/low control). These jobs can lead to more than double the rate of heart and cardiovascular problems. As well as significantly higher rates of anxiety, depression and fell of being undermined. High demand/low control jobs also lead to substantially higher alcohol, prescription and over-the-counter drug use, and a significantly higher susceptibility to infectious diseases.’
Jobs that require high physical or mental effort but offer little in the way of compensation, status, financial gain or career enhancement (high effort/low reward) also affect employee stress levels. These jobs are associated with triple the rate of cardiovascular problems and significantly higher rates of depression, anxiety and conflict-related problems
The health of workers does not have to be compromised by stress. Changes to the workplace can make for a more mentally healthy workplace, especially when employees feel adequately rewarded and have greater control of their work.
Mental health problems can seriously affect someone’s ability to work. If left untreated and the mental health problem worsens, the employee may need to stop working altogether.
On the other hand, employees may try to continue to work knowing that they are not performing to their usual standards. If mental health problems are acknowledged early, and proper treatment is obtained, most people can quickly return to their regular performance at work, and much unhappiness and suffering can be avoided.
Monika B. Jensen Ph.D
I am finding as I train, coach and mediate that the issues in the workplace are becoming more complex. In recent events, some high profile individuals have come to the attention of the media as a result of their actions. We are finding mental health issues are more of a concern and the means to address them is less easy. In this article, I am attempting to share some tools you may want to engage in when speaking with your colleagues or employees.
Communication is not just saying words; it is creating correct understanding. Active listening is an essential skill in the communication process. Dr Marius Pickering from the University of Maine identifies four characteristics of empathetic listening.
Unconscious bias is hitting the news. From Bay Street to Main Street to Starbucks the impact of unspoken bias is real and harmful to the workplace. Bias stands in the way of making correct decisions in hiring and promoting. It also has a vital impact on your staff and the workplace in general. Let’s explore how we can become aware of our own bias and stop it in the workplace?
First, let’s define it. “Unconscious bias refers to a bias that we are unaware of, and which happens outside of our control. It is a bias that happens automatically and is triggered by our brain making quick judgments and assessments of people and situations, influenced by our background, cultural environment and personal experiences.” (ECU: 2013 Unconscious bias in higher education)
We all have a bias. The question is, do we identify it and then what do we do about it? In addressing one of the most crucial training issues facing the workplace today, unconscious bias, employers can assist in creating an inclusive, civil and respectful workplace.
Research indicates that unconscious biases are prejudices we have, yet are uninformed of. They are “mental shortcuts based on social norms and stereotypes.” (Guynn, 2015). Biases can be based on skin colour, gender, age, height, weight, introversion versus extroversion, marital and parental status, disability status (for example, the use of a wheelchair or a cane), foreign accents, where someone went to college, and more (Wilkie, 2014). If you can name it, there is probably an unconscious bias for it.
Hence if we think we are unbiased, we may have unconscious adverse thoughts about people who are outside our own group. If we spend more time with people from other groups, we are less likely to feel prejudice against them.
This universal tendency toward unconscious bias exists because bias is rooted in our brain. Research shows that our brain has evolved to mentally put things together to make sense to us. The brain sorts all the information it is blasted with and labels that information with universal descriptions that it may rapidly access. When we categorize these labels as either good or bad, we tend to apply the rationale to the whole group. Many of the conclusions are taken from previous experiences and learnings.
In an article, “The Real Effects of Unconscious Bias in the Workplace”, a few of the known unconscious biases that directly impact the workplace include:
- Affinity bias is the tendency to warm up to people like ourselves.
- Halo effect is the tendency to think everything about a person is good because you like that person.
- Perception bias which is the inclination to form stereotypes and assumptions about specific groups that make it awkward to make an objective judgement about members of those groups.
- Confirmation bias is the openness for us to pursue evidence that sanctions our pre-existing beliefs or experiences.
- Group think is a bias which occurs when people attempt to fit into a specific crowd by mirroring others or holding back opinions and views. This results in individuals losing part of their characteristics and causes workplaces to miss out on originality and creativity.
Horace McCormick’s research found more than 150 identified unconscious biases, making the task of rooting them out and addressing them daunting. For many organizations, however, identifying as many as possible and eliminating them has become a high priority.
You can address discrimination issues by increasing your awareness of your unconscious biases, and by developing strategies that make the most of the talents and abilities of your team members.
Unconscious behaviour is not just individual; it influences organizational culture as well. This explains why so often our best attempts at creating corporate culture change with diversity efforts seem to fall frustratingly short; to not deliver on the promise they intended.
What you can do:
- Be aware consciously of your bias
- Focus more on the people, on their strengths
- Increase Exposure to Biases
- Make small changes
- Be pragmatic
- Challenge stereotypes and counter-stereotypical information
- Use context to explain a situation
- Change your perception and relationship with out-group members
- Be an active bystander
- Improve processes, policies & procedures
Also, managers can play a crucial role in unearthing these hidden biases by declaring their intentions to be non-biased. They can also provide transparent performance appraisals that emphasis on the employee’s exceptional abilities and skills, and grow a stronger mindfulness of their own unconscious principles.
Resolving workplace conflict is an expected part of the job managers and Human Resource Practitioners. Whether you work in education, healthcare, human services, business, or any field, you might deal with angry, hostile, or noncompliant behaviour every day. Your response to the defensive reaction is often the key to avoiding a physical confrontation with someone who has lost control of their behaviour.
These ten De-Escalation Tips will help you respond to challenging behaviour in the safest, most efficient way possible.
- Be empathetic and non-judgmental
- Respect personal space
- Use non-threatening nonverbal communication
- Avoid overacting
- Focus on feelings
- Ignore challenging questions
- Set limits
- Choose wisely what you insist upon
- Allow silence for reflection
- Allow time for decisions
To help you towards more efficient conflict de-escalation and resolution, the following basic steps can be followed:
- Obtain the name of the person with whom you are speaking: People respond favourably to their own name. It also makes the conversation more personal. Ask for the person’s name early in the piece and use it throughout the discussion.
- Use Active Listening: Clarifying, paraphrasing and using open-ended questions ensure that the individual you are speaking with knows you are aware of their situation and frustrations. Resaying a person’s own words back to them demonstrates that you have understood entirely what they were trying to say.
- Show support and suspend judgement: Empathy needs to be shown during conflict situations. Respecting the other person’s point of view even if you do not agree entirely will be the first step to resolving the conflict.
- Get them to agree and say yes: Having the person agree with you on general factual points leads the conversation towards a more favourable outcome. If you can show that you have understood their point of view by making clarifying statements you generate a state where the other person must reply with an affirmative response. The sooner you can get the person to say yes then sooner the conflict will de-escalate. It always works.
- Avoid clichés: The worst of these being “Calm Down”. Did you ever notice how people who tell you to calm down are the ones who got you mad in the first place? Saying those words during a verbal conflict usually gets the classic retort “I AM CALM” very loudly usually with an animated hand gestures as well.
- Show empathy: You need to show compassion and understanding and give the conflict your full attention. Do not make impulsive decisions. Take the time to work through the problem.
- Consistency in Courtesy: The person you are dealing with first thing in the morning deserves the same level of respect, civility and patience as the individual you are dealing with at 2 in the afternoon. They warrant the same high level of service and professionalism as the first person you spoke to. You need to maintain that position of positive brand ambassador and an excellent professional service.
There are many physical aspects of being mindful of in conflict situations. It is important always to be aware of features of conflict such as your body language, your emotions, your judgement, and your initial thoughts. Keeping these in mind is essential when trying to de-escalate a problematic situation.
Monika B. Jensen is the principal of the Aviary Group, consulting company that address workplace discord. For more information, visit www.aviarygroup.ca