WalkTheTalk.com’s Leadership Challenge!

 Leadership Lessons Blog Challenge

Let’s do it again! Answer the following question (as a comment below) with “what would you do?” for a chance to win a FREE COPY OF the beautiful Walk the Talk hard-cover gift book. Now….here is today’s Leadership Challenge question.

Brian is a hardworking and valuable employee that has been with the company for 5 years. A co-worker recently informed you that he has been posting pictures of, and comments about, his excessive partying and womanizing on his personal Facebook page. His behavior does not appear to be impacting his work, however, this co-worker is offended by his posts and concerned that his behavior may negatively impact your organization. WWYD? (what would you do?)

Comment below (by Midnight June 1) with your answer for a  chance to win a Walk The Talk gift book. Winner will be contacted via email and posted here next week. Anyone can post but we can only ship the winning book to a U.S. address. Thanks for your responses.

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  • Patricia

    First, I would personally check the media avenues the co-worker said they viewed it on; I would then make a decision as to whether or not the material might warrant a conversation with the employee. If our company does not have a policy regarding personal conduct which includes media/blog posts, and I found his posts potentially offending, I would definitely raise the issue at a management meeting. I would also, bring it to the employees’ attention and encourage him to consider his co-workers as well as our customers. If our company did have a policy, and I found the posts offending, I would meet with the employee, review the policy with him and point out and warn him of the offending posts.

  • Lschutte

    In the cyber world which we live in today, nothing is private. Certainly not a Facebook page. Does the company have a moral standard or policy. Does his behavior violate any current company policy? I believe that communication can fix 99% of the world’s problems so I would start by having a conversation with Brian about his Facebook page and see where it goes. Maybe Brian is just unaware and would never want to do anything that may be offensive to his peers or maybe he doesn’t care but you will never know unless you speak with him.

  • Paulette

    I believe part of the issue would depend on what your company personnel policies are regarding Social Networking, Standards of Conduct, etc. If this was my employee, I would first check his posts to make sure what was being told was accurate information. If it were true, I would call Brian to my office and let him know the information that was brought to my attention and give him the chance to comment. I would counsel him on the company policies that were being violated and the possible consequences if the pictures and posts were to continue. I would also advise Brian of how his behavior could be offensive to others and of the possible legal consequences to him personally. I would also advise Brian that although his behavior is not affecting his work, due to the infinite number of people that could possibly see his posts, it does affect the company in a negative way. I would make sure to be positive about Brian and his work, but also be stern enough to educate him on why his behavior could have severe consequences.

  • Marilyn

    I would look myself to see what was posted so I could decide if this needed further talk. If the images did seem unprofessional, I think I would just have a one-on-one talk with Brian and let them know that even though this is not against any company policy, whatever is put onto such a public forum could potentially damage his reputation.

  • Randy

    First off, I would log onto FB and check out what Brian is posting, if indeed he has been posting what the other employee described. If the posting are true, I would then make time to have a meeting with Brian, and let him know I value how great an employee he has been, how I see him as one of our company’s leaders. I would let him know that I now am concerned about how he is doing in his personal life. As you mentioned earlier in this e-mail, a leader is always being observed, is always leading. I’d ask Brian if this is the Brian that people want to observe as one our company’s leaders. Where to go from here in our conversation depends on Brian’s responses.

    • Walkthetalkonline

      Randy, Great point about checking 1st hand before you do anything! What is offensive to one person may be no big deal to another…or the employee could have something against Brian…you don’t really know until you see for yourself.

  • Kim Marques

    I would speak to both Brian and the co-worker that reported him. Pending the company’s policy I would take disciplinary action accordingly. The sceneio does not state whether the company or personal computer was used, this could be another issue. Assuming Brian used his private computer, and the company has no policies regarding personal use of these sites, I would discuss with him the lack of privacy online and the future ramification possiblities involved with the type of content he is posting. As Brian is hardworking and valuable, he clearly has some standards of conduct and he may not even be aware of the damage he is doing (mostly to himself). As far as the co-worker, I would remind him/her about the company policy and what she can do to remove Brian from her friends list. I would give him/her some examples of events/news that is distressing and emphasize that we always have a choice of what to give our attention to – the leaking garden hose story might be a good analagy.

    • Walkthetalkonline

      Kim, great point about using the company computer….that would change things considerably.

  • Shanker Ramanathan

    Firstly estabilish the facts. Secondly if there is a Company policy then Brian must be counselled about it and given a second chance to make amends. While informing him about his errors he should be clearly told about his good performance and also how behaviour of the kind he is displaying also has a negative impact on not only his record but also on the Companies image.

  • Terri

    Where Brian spends his time and what he spends his time doing outside of business is nobody’s business but his. This scenario is no different from criticizing Brian for his political or religious affiliation. I am shocked at the invasion of privacy!
    If the co-worker is offended he/she should either not read Brian’s posts or unfriend him on Facebook. The most important part of the question is: His behavior does not appear to be impacting his work. Seriously, I would be worried about the co-worker and what kind of person he/she is to be bringing personal and private matters to the workplace!
    On the other hand, if Brian’s behaviour affected his work with the company (i.e. he was having affairs with married co-workers or was drinking on the job), then that would be a completely different story.

  • Ket Smith

    I would tell the employee that is offended by Brian’s personal Facebook page that he/she needs to discuss this matter with Brian directly. I would then send out a renubder about the company’s policy regarding social media. I would check out Brian’s Facebook page and if I found anything that would reflect back on the company. I would meet directly with Brian also to reinforce our evaluation of his professional standing as a hard working and valuable employee and see if there were any issues that he needs to discuss privately.

  • Sharon

    I would read the employee’s Facebook page to assess for myself whether the post was offensive and whether I felt it would negatively affect our company image. I would call our Human Resources department to get their opinion as to how the situation should be handled if I felt it would have a negative impact on our company. If there were written policies that addressed this offense, I would meet with the employee to explain and make him aware of the policy, provide him a copy of it and request that he be mindful of the impression it might make on others. On the other hand, if our organization did not have a policy to address this issue, I would meet with the employee to acknowledge that even though the post was personal, the offensive material might mar our public image. I would advise that someone had complained about it, and I would request that he tone it down for the good of the company.

    • Walkthetalkonline

      ahhhhh check with Human Resources…good point!

  • Lononc

    First, I’d have to visit the FB account for myself. What one person views as offensive may or may not be to the magnitude communicated. If after visiting the FB account I discovered the same thing, then I would feel Brad out to see if he’s open to improve himself and his professional image. I would let him know that I have a pure interest in his professional development because he’s proven himself over the past five years with the company. If he is open to self actualization, I would tell him what I observed and invite him to take a look at some research, news articles, blogs, documentaries on the subject. I’d discuss with him how limiting and possibly damaging to upward mobility in his career pursuits this may be. I would tell him that though this is his private life, he has established himself with the company as a face of the company and that position reflects on the company image. I’d share that our customers would expect that he gives the same concern and care to decisions relating to his personal life as he does to his professional decisions. Without preaching to him, I’d ask him to give it some serious thought and to proceed accordingly. I would plan to share the research with the entire office at a later date and solicit their input on company policy relating to this.

    If he appears disinterested in the idea of personal and professional image development, I’d leave some written materials with him and leave it alone. I’d also share this material with all of my staff and invite them to do a little more research on the subject then share with me what they discovered. I would collect the comments and arrange a training on the subject sharing their comments and the research. I would thank them for their input and solicit their input on the framing of company policy relating to developing the best business image through personal and professional development.

    • Walkthetalkonline

      well put Lononc! Thank you.

  • Transforminglives

    I would recommend that the co-worker unfriend him and not look at his page if it is offensive to him. And, informally, mention to John that social networks make your private life public and image could hinder promotions and other opportunities that may come up. Unless, my policy says that your personal life will be under scrutiny, what an employee does in their free time, is not my business. At the point it impacts his work, I would formally get involved.

    • Walkthetalkonline

      Thank you Transforminglives!

  • http://www.takethenextstepcct.com/ Rjbishop1221

    I would use the following questions to research/consider a response:

    What is Brian’s position in the company? Is the co-worker a colleague or supervisee? What was the purpose in the coworker sharing what was posted on his FB page? Does the company have a social media policy? If so, if and how is it being violated? What has the co-worker compromised by sharing this information? Why does Brian believe the behavior may negatively impact the organization? What is actually posted on the FB page? My response would be based on answers to these questions and other information that might surface during the conversation.

  • Deb

    There needs to be a company policy on not identifying place of employment. If there is no company policy on this, I’d spearhead having one written. Next I would advise the concerned co-worker to hide Brian’s posts or unfriend him on their FB account. I would then speak with Brian, in a friendly way, and remind him that what goes out on the internet is there forever, can be seen by anyone and certain comments/postings could endanger his chances for future advancement in his career.

    • Walkthetalkonline

      I like how you focused on identifying the place of employment….that DOES matter

  • Rodger Labeth

    First, deal with the facts. Time is not the issue here, therefore, explore the facebook page to see for yourself. If in fact the issue has ramifications to Bryan and also the team or organization, have a set down disscusion with Bryan. I would ask questions. What is the impact of this on Bryan’s reputaion? Are there people that would form an opinion of Bryan that he would not like? What does he think it could have on the organization and the future. Same questions as stated above. If after he answers ask him what he would do if he were the supervisor. Depending on his answers will tell the supervisor what the next step would be, but ultimately, Bryan is driving the bus!

  • Lisa

    I would ask to visit with Brian one on one privately. During the chat, I would let him know how valued he is as a team member and even give some specifics of his work habits so he knows I care. Then I would let him know that although social networks are fun, they can portray a bad light on people, and tell him specifically what was brought to your attention as offensive to other team members. I’d be sure to say that I do not have nor want any control over his personal life, and as long as the partying isn’t affecting his work performance, there are no issues… however, because the posts on facebook are offending other team members, I would simply encourage him to be very careful about what he posts on his page.
    I’d probably also visit with the offended staff member and advise them that if his page is offensive to them, it would be best to just not read the posts. It is a free speech country, and Brian is allowed to post what he wants. Further, his work has not been affected, and unless it was having a detrimental affect on his work, then I have no say over what he does or doesn’t do on his own time.

  • Jestv

    Since Brian’s activities outside of work time are not affecting his performance of his duties, I would handle the situation with a great deal of care and discretion. I would view the facebook page to see what Brian actually has posted. If I found the material to be inappropriate, I would talk with Brian regarding his posts and the image he is projecting to those who read them. I would provide a training session for all employees regarding social networking, privacy, and the potential effects of material posted on current and future employers’ images.

  • melSexton

    I’d do a few things.. I’d first talk to the employee who noticed the images and postings and thank them for bringing it to my attention. I’d then check into whether or not Brian was posting this “offensive” information during work hours, secondly I would have a meeting with Brian and stress that offensive comments may reflect badly on our organization – especially if there is anything connecting the two together – employee / company, and ultimately ask him to remove the comments or anything linking him to the company.
    It’s a touchy situation – since staff state that if it’s on their own private time – that they have the freedom of speech and that they can say whatever they want to on their own time / FB page.

    • Walkthetalkonline

      Yes…it is touchy. Thank you for your response Melanie!

  • Lisalambertsellsmobile

    Brian is a hardworking and valuable employee that has been with the company for 5 years. A co-worker recently informed you that he has been posting pictures of, and comments about, his excessive partying and womanizing on his personal Facebook page. His behavior does not appear to be impacting his work, however, this co-worker is offended by his posts and concerned that his behavior may negatively impact your organization. WWYD? (what would you do?)
    1. I would talk to the employee that it offended.
    2. I would look at the FB page and see for my self
    3. I would talk with Brain and see if everything is ok or is there something going on in his life
    that this change has came about. and see if we could help him.
    4. I would also ask him to not to post items that would hurt or offened the company. and ask him if he he be part of a group to make a policy for the company about FB.
    5. Being part of the group might bring him back in as he was and also bring out what was causing the problem.

  • Linda

    First, I would look at the page myself to see if, in fact, the posts were unprofessional or offensive and make a determination based upon my findings. Then, if warranted, I would recommend to Brian that he use common sense and moderation as a regular practice, and, if references were made to the company, to refrain from making references to the company when making personal social media postings. Then, I would have a talk with the employee who brought Brian’s posting to my attention and recommend that if he/she views any more/other postings on personal social media sites that have no bearing on the company, to keep the information to her/himself, as it is not his or her right to censure another person for what may or may not be posted on a personal site, so long as no connection to the company is made, however inappropriate or unprofessional it appears to him/her.

    • Walkthetalkonline

      Yes…It does make sense that the employee with the problem should remove her/him self from Brian’s FB page.

  • Debbiejane

    For me the real issue is what’s going on within my team. One employee making some serious negative comments about another employee who is described as hardworking and a valuable employee. Could the co-worker be looking to deal with a working conflict with Brian my means of discrediting him.
    But I can’t negate the FB situation as it may have an impact on the company and that will be dealt with through our company policy on social networking. And if the company does not have a policy, then we better get one fast. FB does create a fine line between private and company business. One that we need to tread carefully.

    • Walkthetalkonline

      Debbiejane, Focus on the team….good perspective!

  • Sinkwayc

    Thank the employee that brought the information to you and applaud his/her concern in the matter and assure them that you will follow up with Brian. Discuss with Brian his actions and how they can affect the working relationships with his employees and co-workers. I would also try to discover the root of his problems by letting him know that i am here to help him should he need it. Additionally, i would inform HR of the issue as it could be percieved as herassment if it continues

  • walkntalk

    First, I think I would check out this Facebook account to see if indeed the images and info could be concidered offensive and adversly affecting the companies image. If this confirmed and seems to be true, I would speak privately with the person posting this. I would begin ‘positively’ conveying how the company has appreciated the work he has done and concider him a “valued” employee. I would explain how, even thou “Facebook” is a “social network” and may seem to be private, many companies check this out to fing out a little about the character, etc. of a person. I would explain that if he feels the need to put this info “out there”, that there are ‘privacy’ settings that can limit who can see this. Also, this can be emailed.

    I would then wait a week or two to see if this person changes anything. I would also talk to the person that was offended and ask that they avoid this site. I would check to see if there is a company policy on this matter and how it would affect the situation. If there is not a policy, possibly implement one after conferring with others of authority.

    • Walkthetalkonline

      Thank you!

  • Tres

    This situation needs to be approached very objectively. If the postings aren’t done during work hours I would suggest the co-worker advise Brian that his material is offensive to him, if he feels comfortable doing so, or unfriend him on FB. I would also clarify with him what specificly Brian has put on FB that may negatively impact the organization, so I can determine whether approaching Brian is even appropriate.

    If I’m made aware that the postings are being done during work hours I would address it as a productivity issue, and talk with Brian about expectations under the Communications/Social Media policy (assuming there is one). In addition, PC’s, laptops etc. that are company property can be searched to determine what’s on it and take necessary steps once you find out.

  • David Still

    I would meet with Brian and indicated that, although it does not directly impact his work or the company image, it does reflect on the company. I would asked that he consider limiting the amount of these kind of activities he publishes.

  • Jennyseguinot

    Everything you do, whether in or out of work affects you. It is a bad reflection on the company who has hired you, to have negative comments made about you. I would discuss this with the employee and tell him that he needed to take the photos off-line and to not share them in a public forum. If he/she didn’t do it, they it would be best for him and the company if you parted ways.

    • Walkthetalkonline

      Thank you Jennysguinot!

  • David Sanders

    I would approach him and say it’s a offensive to put childish remark about a person you know and why i’m treated with so disrespectful. Not only is you befriending me but you is crossing new boundary’s a friend shouldn’t do. This needs to be settle before anything escalate father between our friendship at the place we work. Our commitment should mean more then some cheap laugh you may get from the computer. Hope you value our long viewpoints i might and you might have about me. David Sanders testimony!

  • Voidaa

    I would speak with the employee privately and hear his side. I would inform him that what he puts on the internet is very public and may give people the wrong impression. I might suggest to him that he works at my org. And this affects our business. I might suggestthat he make his site private and I would suggest to the other employee to not go to his website.

    • Walkthetalkonline

      Sweet and to the point….Thanks Voidaa

  • Joyashe5

    I feel Brians personal time is his. As long as his behavior doesn’t have a negative impact with is work, I should not get involed.
    The other employee is a littlt more tricky. this person seem “touchy”. I would reconmend he not go to the co-workers FB page, that I should not be involve unless the others work in affected.

  • Donna

    If Brian were my co-worker, I would have a talk with him. Although I agree that what he does is his business, when he puts it out publicly, he is opening the door allowing everyone in his business. Also, many things on the web never go away so later in his career or personal life, it may not benefit him to have that information out as public knowledge. One thing I would want him to think about is that no matter what he does, someone is following him. Whether good, bad, or indifferent, a person could follow his example and have devastating consequences. If I new of a specific example where someone did the same thing he was doing and the result was unproductive, I would share it to give him something to think about.

  • Sheila

    First of all, I would stress to this employee the contributions he has made to the organization, how much they are valued, and stress the value of his tenure as well. I would then discuss the impact of social media and its potential benefits and downfalls. I would then call to his attention the concerns voiced and stress to him the importance of maintaining a positive image for himself and the organization, reminding him that not everyone shares the same values and beliefs. Thus, to maintain his professional image and that of the organization’s, he must be mindful of the posts visible on social media, and ask him to refrain from posting such information.

  • Sivasankar

    If the co-worker is concerned and is offended by Brian’s behaviour, the co-worker has to share his/concern to Brian about how he feels. Both of them has to discuss amongst themselves first. If they cannot arrive at a right solution, then that may become an issue (if it is capable to negatively impact the organization), calling for an intervention my the manager or leader to find a resolution. A leader knows and believes that all people are capable of doing right things, if they are shown what the right and good things are.

  • Sivasankar

    If the co-worker is concerned and is offended by Brian’s behaviour, the co-worker has to share his concern to Brian about how he feels. Both of them has to discuss amongst themselves first. If they cannot arrive at a right solution, then that may become an issue (only if it is capable to negatively impact the organization), calling for an intervention by the manager or leader to find a resolution. A leader knows and believes that all people are capable of doing right things, if they are shown what the right and good things are.

  • Vic

    I would talk with Brian about Choices, Decisions and Consequences. Brian does have a right to choose to post on a public sight such as Facebook but he has to understand the consequences for his decision to do so. He needs to understand that his co-workers and the company’s customers and his superiors will have access to what he’s posting and he is inviting them to draw conclusions about who he is based upon the postings. He has to be prepared for the pictures to affect how he will be evaluated during a promotional interview. Not becuase they affect his work product but because they make a statement about how he makes choices. Do I want to promote somebody who so easily risks his reputation? Are his postings an indication of whether or not he would risk the company’s reputation? I would point out that what is seen cannot be unseen and at least one co-worker, a team member, already has changed his/her opinion of him because of his postings. I would leave the decision up to him about whether or not he continues to post offensive pictures but I would insist that he not name the company as his employer in his profile. The decision about whether or not to post has to be his because demanding that he stop posting says that his ability to make good decisions isn’t valued and he isn’t trusted. Letting him choose the right answer empowers him and keeps him motivates him to keep contributing to the team.

  • Sam Chandar

    Whether at work or off, Brian needs to maintain an image and reputation consistent with the organization’s values. Whilst the organization cannot interfere with his personal life, any negative rub-off will certainly impact the organization – in the final analysis, it is the people who make up the organization and what it stands for. I would have an informal chat with Brian and sensitize him on the impact of his postings on co-workers. Should he respond positively, fine; if he responds negatively, the next step will be to show him how his actions have a bearing on organizational image and it would be both in his personal and professional interest to show better discretion. If he continues to take a hostile approach, a call will have to be made whether in the long run, people like Brian would really be the ones who matter in the organization, or dont!

  • Romana98

    This is a bit tricky, if there is no policy regarding what employee’s post on FB, is Brain acctually braking any company rules? If he iis a valued employee who has worked for the company for 5 yrs has he had any other complaints? I would start by letting him know that he is a valued team acknowleging his accomplishments, then I would let him know about the complaint against him, encouraging him to evaluate his goals and where he wanted to be in 5 yrs, making a suggestion that things have ways of following you both positive and negative. What would he rather have follow him positive or negative things.
    As for the employee with the complaint I would encourage that person to unfriend him and that I would investigate this further.

  • Lm4546

    A company is like a family. We share not only the work but the advantages of our work. What a worker does in his/her private life is his/her own business. If it is broadcasted e.g. Facebook, it affects the confidence and loyalty of the company “family”, Tone it down or make the page private. And understand that each member of the “team” reflects the integrity of the business.

    • Walkthetalkonline

      Great response.

  • Sudhir Singh

    Although a valuable employee, there are two allegations against Brian. 1. Excessive partying 2. Womanising. The allegations are about his personal life & off office hours. And it has not had any negative effect on his work. But both these activities demand time and money. If not now it will effect his out-put and strain him at his work. His concentration at work will suffer. These two activities will adversely affect his career and also image of the company where he works.
    I will:
    1. Confirm the contents of the allegations for truth.
    2. If true, would counsel him.
    3. My counseling must cover his being a valuable employee and how his prvate life is likely to ruin his career, if he doen not take control of the situation.
    4. The co-worker would be assured of investigating the report made and corrective action taken.
    5. Would follow up to see if Brian has corrected himself.

  • Pattieromano7

    I would talk with Brian to ask if it the information was true (after doing the research of the accusing statement from his coworker). I would not discuss the source of the information. I would ask him if he has referance to the name of the company he is working for on his profile,and if he does I would ask him to remove it from the social network. I would show him the company policy regarding the importance of the code of conduct. I would remind him of how valuable he is to the company and how much we appreciate him for his dedication for these past five years. I would ask him to think about the impact his offensive behaviour is having on the community. And remind him that he must act with integrity in order to protect the reputation of the company he loves. I woulrd listen to him intently and discuss his feelings on the issue.I would then do a follow up with Brian within the week to confirm his actions regarding the changes he has made on his social network profile. If he had made the changes I would thank him and express appreciation for the positive decision he made. If he did not I would proceed to give him a warning that if it is not corrected he is in violation of company policy and there will be the possibility of him being let go. I would use discretion and let him know that I would regret having to make that decision. But the responsibility of his choice is on him. Always ending on a positive note and reminding him of how much we appreciate him.

  • Willisgeorgia

    We are living in a new mode of communication, social media; however, character and integrity stay the same. The expectations and actions of each employee need to be documented and communicated so all members of the team understand choices made have consequences. Yes, team members do not work 24/7, but wear the badge of the company no matter where they go throughout the community. People know where they work, and often ask questions of them at socials, church, at the store, etc.

    Others watch us consistently, and our actions speak of who we are — and who our company is. People make decisions as to where they buy products and services according to who they know. People buy from people. Our actions affect the bottom line of our company; no grey area here.

    It is important we meet with Brian and hear both sides of the story. This is vital, for there usually are other variables that may appear. It could be that someone is using his Facebook identity. No matter how flat the pancake, there are two sides. If, however, Brian states what was told about him is true, then, further discussion must ensue. This behavior is not acceptable, for it is not healthy for him nor the company. Eventually, it will affect the output of both. This will happen.

    Since he is a 5-year team member and a viable part of the company family, we need to reach out to him to offer assistance and guidance…..and follow-up…..30-60-90 days … 6 months ….. one year. People normally do what is inspected, not what is expected, especially in an emotional situation.

    It is important for a Win-Win to take place here. The weeds must be pulled out of the healthy garden before the beautiful flower gets choked.

    • guest

      I had not heard this expression before….I like it! “People normally do what is inspected, not what is expected, especially in an emotional situation.”

  • Bconnolly

    If I am Brian’s co-worker who hear the stories about his wild background via the open conversations among co-workers. I would rather to keep my mouth shut and wait until the right time to make a one-by one conversation with Brian about the gossip, etc..I wondered why other co-worker take a time to browse thru Brian’s profile. S/he has no business to do with this. Brian’s privacy should be respected, however, along with a private one-by-one conversation with encouragement and consideration will help Brian to re-consider of his actions and change them in a positive way.

    Facebook sometimes is dangerous and temptation for any one who frequents this popular social network. It can lead to the breakup of marriage, relationship and loss of trust among the users. There is either positive or negative aspect of FB. I’d rather to keep myself to rely less on FB due to a good common sense.

  • DebbieC

    I would invite Brian for a private chat in a private place. I would begin with mentioning to him specifically at least one thing that I know he has done that is helpful to our organization, and labeling that as helpful to our clients and our reputation. I would then tell him that it has come to my attention that he had posted pictures on Facebook that might prove embarrassing to himself, others, and our organization in the future. Acknowledging that he has the right to post whatever is legal on his own time, I would point out that the posts are not helpful, and potentially hurtful to himself, others, and our organization’s reputation. I would encourage him to guard his reputation, and by association, ours. This conversation presupposes a relationship between us based on mutual respect and trust. Using the language of respect and safety and the terms “helpful” and “hurtful” can help bypass Judgement, which tends to stimulate defensiveness, and elicit cooperation.

    • Walkthetalkonline

      “Using the language of respect and safety and the terms “helpful” and “hurtful” can help bypass Judgement, which tends to stimulate defensiveness, and elicit cooperation.”
      Great point…well said!

  • Kgregory

    I would discreetly take Brian aside and inform him that his facebook postings have offended some people in the office. I would also enlighten him about the long lasting impression that he makes on future co-workers, friends and employers when he posts things on facebook that are not flattering. If activities that he is involved in show up on the internet in any form they are out there forever. I might throw in a comment about something stupid that I had done (or someone I know) that carried life long consequences. I would strongly encourage him to do some soul searching and think about why he needs to share every experience with the world and how it will effect his long (and short) term goals.

  • Walk The Talk Admin

    Congratulations Vic! You are this weeks winner! Please email the U.S. address where you would like your book sent to nschoychid@walkthetalk.com. THANK YOU to everyone who answered this Leadership Challenge. All of these responses were excellent and we appreciate your contributions!

  • M B

    I woulde ask the complaing worker why he is monitoring the co-worker’s facebook. Then at a different time I would let all employees know how dangerous it might be to use facebook andther social media to give information to such a public site.