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Codes Of Conduct – How To Make Them Worth More Than The Paper They Are Written On
When businesses grow enough to hire employees, they often don't have a Code of Conduct in place – they hire someone on a “handshake” type arrangement, without having thought through fully all of the implications of the deal. This person is going to be representing you and your company to your clients, will be in your premises and gain access to all of your knowledge and resources. How can you make sure that what starts out with great promise will continue to grow in a positive way and not shrivel and die?
Top Ten Tactics for Team Building Success
Bosses who lead the best businesses. realize early on that they cannot run their business alone. As their business grows, it just becomes unmanageable. Then, trying to lead it alone, it will either kill them or, slowly but surely, they will fail. Time to call for help and get your team building off the ground!

Other acceptable behaviour Related Articles

Bad Behaviour what we do wrong
The top 20 flaws that hold most people back in the workplace are rarely ones of skill, intelligence, or personality. They are challenges in interpersonal behaviour, often leadership behaviour. They are the everyday annoyances that make your workplace noxious!...

Now Behave Yourself
One of the keys to facilitating any meeting is managing behaviour: your own behaviour, as well as that of the meeting’s participants.

How To Stop Workplace Bullying...And It Has Nothing To Do With The Bully
Efforts to curb workplace bullying have focussed on changing the behaviour of the bullies in the workplace. A more effective way would be to modify the behaviour of the victims in the workplace...
15 Rules for Managing Management Teams
How does our own behaviour influence our organisations, our society and our family? Can we expect any of them to be functional if our own behaviour is not?

Coaching in Relation to Behavioural Styles and Patterns
When considering the effects of behaviour in business, business coaches have long used behavioural profiling tools like DISC, to produce data which equips them to work with business owners, enabling them to get their staff to understand their own behaviour, recognise the behaviour of people they interact with and then adapt accordingly. This increases their credibility and improves communication. Of course, this relates to the team as a whole, and recent research suggests that improvements in this area can have a significant affect on bottom line profits.
Moving to a 'consequential corporate culture'
In any organisation it is the behaviour of its’ people that lead to success, mediocrity or failure. Behaviours stem from a set of values that the organisation must understand and that leadership must role model. Behaviours must also have consequences for the values to have any credibility; an up side for good behaviour in terms of recognition and reward and a downside for poor behaviour in terms of challenge, coaching, training and development and perhaps even having to leave the organisation. In the article we provide 10 areas that you must focus on to embed values and the right behaviours in your business.
The other side of social media: business networking
With social media comes a whole new way of connecting with others. As our friend list builds on Facebook, we realise that that keeping a relationship adrift with the written word is now a perfectly acceptable and viable alternative to meeting for coffee or picking up the telephone. Posting on somebody’s wall or replying to their blog post is just as acceptable as a teleconference call. In fact, we may have contacts that we have never even met or that we have never heard speak, but are as valuable an acquaintance as others whom we’ve known for years – especially when it comes to the business world. Social media is leaving the MySpace era of tweens and teens behind, and is now a perfectly acceptable mode of business networking.

Brush up on your Business Etiquette
Business etiquette involves more than eating with the right fork or leaving a suitable tip. It's about generally acceptable, courteous and respectful behaviour. Of course, this changes over time, and varies in situations and between cultures. But there are general guidelines for any business situation.

Behavioural Intelligence – Noticing What Goes on in Meetings
Behaviour is what you say or do. It's not about what you think or feel. As human beings we have a unique brain structure which allows us to separate our behaviour from our feelings. Meetings and interactions at work are one of the places where this behavioural skill is most important and relevant. Behavioural Intelligence is about raising awareness, so that you notice your own and others' behaviour, and make conscious decisions about it.
Behavioural Intelligence – Modelling Excellent Behaviour
There is only one person you can directly control and be responsible for – you. Behavioural Intelligence is about taking charge of your behaviour and deciding what is most useful, appropriate and constructive to say or do next. If you decide while you’re doing it or saying it - it’s too late. The most skilled practitioners interrupt their instincts and make a conscious decision about their next behaviour.
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