What Employee Empowerment Lessons Can We Learn From Shirley Sherrod-unfccc

Recently, Shirley Sherrod, former Georgia Director of Rural Development for the USDA was terminated without due process, as a result of edited and aired videotape from her presentation to the NAACP. Unfortunately upon further review, it was discovered that the videotape had been edited in a manner that portrayed Ms. Sherrod to many as in a negative even racist light. Her remarks at the NAACP meeting were in fact, an explanation of the personal transformation she experienced more than 20 years ago, when working for the USDA. But that’s not the story I want to talk about here. I would like to discuss how Ms. Sherrod refused to be a victim and review the empowerment behaviors she used to clear her name, and obtain an apology from the USDA and the President of the United States. She has also been offered another position with the USDA which she has yet decided to take. Like Shirley Sherrod, many of us are treated unfairly at work. We can either choose to accept it and do nothing or assert our rights as an empowered individual. Had Ms. Sherrod asserted her rights prior to resigning, she may still have her position and the controversy may have been averted. However, she did choose to assert her rights after resigning and as a result achieved an outstanding out.e. In this case, Ms. Sherrod initiated a two to three day media blitz. It was difficult to turn on any news station, and not see Ms. Sherrod being interviewed and telling her side of the story. That story, which turned out to be true, was that the altered videotape that led to her termination was in fact, edited in a way that would leave an objective observer to believe that she was a racist and that she had abused her power at the USDA. When the facts came out, her words and deeds were determined to be neither racist, nor an abuse of her USDA powers. Now many of you may be saying Ms. Sherrod is a public figure and has easy access to media outlets, and that would be true. But that doesn’t mean if you are not a public figure you can’t successfully assert your rights in the workplace. You can if you follow these steps. First and foremost, we always re.mend that you to try to resolve your workplace issue inside the .pany. Report the issue to the human resources Department or if your .pany doesn’t have an HR department, report it to management or someone else in a position of authority that can help you. Don’t just take the mistreatment lying down or decide you’re going to leave the job that you enjoy and go to another .pany, because you’re not happy with what happened. If human resources or management does not take the appropriate steps to address your concerns and render a fair and objective opinion as to the validity of your claim; then you should take the issue outside the .pany in order to get it resolved. Tell the .pany those are your plans to give them one last chance to do the right thing. If the issue you are concerned about violates Department of Labor, IRS or other federal or state laws or regulations. You should take your concerns to the appropriate enforcement agency. They will give you an opportunity to present your case and will render an opinion as to whether any state or local laws have been violated. They will also contact your employer and ask them to address the concerns you raised in your .plaint. At the .pletion of their investigation, the federal or state agency will issue of finding either in your favor or in favor of your employer. Depending upon the issue and the agency, they may also issue a right to sue letter that you can then take to a plaintiff attorney for civil action. If you are concerned about doing this because you believe you are jeopardizing your job with your employer, it is important for you to know that federal and state law also prohibits retaliation against employees that in good faith, initiate a claim against their employer, even if the employee is wrong. The key point of this piece is to encourage you to take action, to encourage you to exercise your rights and power as an employee. To ac.plish this, The Employee Empowerment Institute re.mends you follow our personal empowerment development system (PEDS). The system includes 10 elements, some of which apply to the Shirley Sherrod incident. 1.Look within Practice self-assessment and introspection 2.Determine your goal – what behavioral change do you want to achieve? 3.Remove the buts Take the initiative to eliminate the reasons not to change or to address aspects of your skill set and .petencies that are holding you back. 4.Invest in yourself Take the time and make the effort to strengthen your knowledge, skills and abilities, and be willing to sacrifice to achieve a higher goal. 5.Take some risks To grow and change, we need to move outside of our .fort zone, that requires risking failure, embarrassment or ridicule. 6.Know your rights Dont rely on others to look out for you. Prepare yourself to look out for yourself and protect your interests. 7.Work within the system Give your employer the opportunity to correct the problem. 8.Work collaboratively whenever possible Make your desire to change known and use trusted co-workers, family members and close friends to assist you with your change by providing feedback. 9.Evaluate your progress .pare your change progress with your stated change goal. 10.Reinforcement and continuous improvement Behavioral change like any other learned skill requires practice to master. Ms. Sherrod has proven to be an outstanding individual full of grace and f.iveness. Let us learn from her example and assert our rights when we think they have been violated, and like Ms. Sherrod, we should always try to do that in a respectful, constructive way. Lastly, always remember, we are who we choose to be! 相关的主题文章: