Courageous Conversations

Executive Interventions

Click here to download an Executive Intervention Fact Sheet

You know you need an intervention when:

An executive violated the company's sexual harassment or anti-discrimination policy and you need to do something about it - today. And that something has to be both corrective for the leader and protective for the company.

An executive or leader is a good performer in that he/she produces the numbers, the "what" of the business, but leaves alot of dead bodies in his/her wake. The "how" of producing the numbers is unsustainable.

When those around the leader are calling "for his head" and you don't know where to turn. In this OD intervention process, Tim will help your leaders:

• Jumpstart their career
• Eliminate behaviors that impede career progress
• Replace the behaviors that don't work, with behaviors that do

We will focus on your goals, engage the stakeholders around you and create practical behaviorial strategies you can implement immediately.

For example: Tim worked with an executive with detrimental behavioral and relationship issues where replacements costs were estimated at $500,000. For a fraction of that cost, the organization now has an effective executive who has changed his behaviors, built the relationships to peers and stakeholders, and received a promotion to a combined and expanded organization. The same executive who was deemed ‘unfixable’ not six months ago.

Let's talk about the options.

Diversity Interventions

Listen to Tim Mulvaney tell the story of the origins of Courageous Conversations as a Diversity Intervention and how it helped to reduce minority employee attrition by over 50%. (03:30) or

Watch and listen to Tanya Snyder, Director, Management and Organizational Development, Altria Corporate Services, talk about her experience with Courageous Conversations, the roleplays, and how it helped her managers "personalize" the process.

Courageous Conversations as a Diversity Intervention:

Minority employee attrition was twice that of majority employees. The organization's leadership didn't know why or what to do about it. So, we brought a group of about 60 folks together - whole cross-section, CEO on down - to talk about what to do.

In the last minutes of the strategy session an African-American female manager stood up and said, "All I really want is to get the same thing my white guy counterparts get." She continues, "He screws up in a meeting and his boss gives him a call saying 'Man, what are you doing!' "But when I screw up, it becomes a 'team issue' to solve."

Then she told us want she wants. "I want people to take risks with me, call me up, make mistakes, be willing to engage me in conversation about my performance, about my being black, about my being a woman, about my experience. Don't avoid engaging with me because I maybe different than you."

And Courageous Conversations was born. The result: A culture shift that produced a 50% reduction in minority employee attrition.

The Lesson: the only way to get good at having Courageous Conversations...is to have Courageous Conversations.

Download Courageous Conversations Fact Sheets

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Hear Tim in conversation about diversity, management skills, and employee retention

Listen to Tim being interviewed on WGN Radio in Chicago. 

Sexual Harassment Interventions

Awareness and Prevention

Download TMGSexualHarassment.pdf (92.5K)

Nobody wants to go to sexual harassment prevention training.  And everybody will make fun of it going into the session.

But, our sexual harassment workshops, with its audio podcasts, are an effective, easy, fun, approachable method for clearly communicating the company's expectations regarding appropriate workplace behavior. The workshops reinforce organizational values and promote an environment free of unwanted behaviors.

California, Connecticut and Maine all require supervisors to receive two hours of sexual harassment prevention training every two years. Each require specific course content that must be included. In addition to the training being effective and approachable, our Sexual Harassment Prevention training is utilized in these states and is compliant with their requirements.

Our TMG's Sexual Harassment Prevention training helps supervisors and managers understand what a complaint of harassment looks like; how and when a supervisor should talk to Human Resources; and provides specific strategies for recognizing, responding to and resolving complaints of sexual harassment and unlawful discrimination.

Some verbatim reactions to our Harassment Prevention training: Download HarassmentTrgResults.pdf (282.4K)

Learn more.