Civility Partners, Inc

10/21/2026

How to De-Escalate Tense Conversations at Work: The 3-Step ART Method for Leaders

Learn how to de-escalate tense conversations at work with NCRC’s 3-step ART method: build awareness, respond respectfully, and troubleshoot together.

10/20/2026

I've analyzed 2,872 conversations with leaders accused of being toxic in a span of almost two decades. “They get results” has excused far too much damage at work. These lessons challenge what organizations get wrong about toxic leaders and explain what it takes to change their behavior.

Want a practical roadmap? Comment to get my resource, Coaching the Toxic High Performer: A Guide to Coaching High-Risk Leadership Behavior.

10/19/2026

Winning the argument feels good. Until you realize you’ve lost everyone you needed to influence. In my conversation with Daniel Orth of the National Conflict Resolution Center (NCRC), we explore how to de-escalate tense moments and how keeping your goal in focus helps you communicate when someone is testing every last nerve.

10/15/2026

Seven in ten U.S. workers say they’d leave a job because of a bad manager.

So if your retention strategy is competitive pay, great benefits, and hoping employees will just “work it out” with a terrible boss… good luck with that.

And please stop expecting a two-hour leadership training once a year to magically fix it.

Managers don’t need another presentation on “being a great leader.”

They need practice. Tools. Feedback. Accountability. And space to take a hard look at how their own behavior is shaping the team around them.

Our Manager Evolution Lab is a deep-dive leadership experience that helps managers identify the habits and assumptions getting in their way, navigate courageous conversations, stop reacting to every fire, and intentionally build a team culture where people can actually perform.

Because your managers are already creating your culture every single day.

The question is whether you’re going to train them to create a good one.

If you’re tired of losing good employees to preventable management problems, DM me. Let’s talk about bringing the Manager Evolution Lab to your organization.

More info here: https://civilitypartners.com/culture-change-training-facilitation/

10/14/2026

5 Best Culture Consulting Firms to Consider and How to Choose the Right Partner

Compare five culture consulting firms and learn how to choose a partner that can address workplace challenges and support lasting change.

10/13/2026

I'm thrilled to be recognized by The Microsoft Network as one of the Top 10 Coaches of 2026!

For more than two decades, I've worked with organizations to transform toxic workplace cultures and coach difficult leaders who others have practically given up on. And I always emphasize that toxic rockstars can change when they're given the right tools, feedback, and accountability.

As per Microsoft, in a world oversaturated with generic advice, I'm among the coaches actually changing how people think, grow, and lead.

That's exactly what I've dedicated my career to. Not just helping leaders feel inspired for an afternoon, but helping them change the behaviors that shape their teams and organizations.

A big thank you to .official for sharing this recognition!

Check out the article here: https://www.msn.com/en-us/news/other/top-10-coaches-you-need-to-follow-in-2026-/ar-AA2dqgNx

10/08/2026

Would you take the $50 million and what does your answer reveal about the power dynamics between employees and leaders?

10/07/2026

Your Employees Aren’t Resistant to Change. Here Are 5 Things They Need to Navigate It

Employees aren’t resistant to change they need clarity, skills, trust, capable managers, and psychological safety to navigate it successfully.

10/06/2026

…they were bombarded by managers asking for help to discipline or fire people who were never told to make changes.

So the problem behavior started months or even years earlier. And the manager avoided the conversation.
No clear expectations were set.

No coaching was offered.
No accountability was held.
No direct feedback was given.
Then the behavior got worse.
The manager got frustrated.

And suddenly HR was being asked to “deal with” an employee who had been allowed to underperform, behave badly, or miss expectations for months.

I’ve worked with thousands of managers, and this pattern is everywhere:

People get promoted because they’re good at their job.

Then nobody teaches them how to manage people.

So they avoid the hard conversation at 10%.

And eventually HR gets handed the problem at 100%.

That’s not a bad-manager problem.

That’s a training problem.

Managers need to know how to set expectations, coach performance, address bad behavior early, and have difficult conversations before frustration turns into discipline.

HR, if you want managers to stop asking for help to solve things they should’ve solved a long time ago, comment MANAGER and I’ll send you information about our manager training program.

10/05/2026

I’m honored to be named one of Engagedly’s Top 100 Influencers for 2026, alongside brilliant minds like Brené Brown, Adam Grant, Amy Edmondson, Simon Sinek, and many others shaping the future of work.

I’ve been fortunate to be included on this list since 2022. What makes this recognition especially meaningful is that the list is data-driven, unranked, and not influenced by payments or sponsorships.

Thank you Engagedly, for the recognition. Here’s to continuing the work of creating healthier, more respectful workplaces.

Check out the full list here: https://engagedly.com/resources/top-100-human-resources-influencers/top-100-human-resources-influencers-2026/