We started Hart Learning Group to address the needs of Life Long Learners, providing them with efficient and economical guidance and training based on the very latest research and ideas. From advances in neuroscience to management techniques culled from the world's most creative companies, we sort through the insights and best practices ... and bring relevant knowledge to you in a form you can use now. Our teaching is fast, focused, and fun, because we use engaging In This Moment Learning™ ... including scenarios that explore real-world problems, and help your team develop its skills with positive feedback and reinforcement, one moment at a time. In This Moment Learning™ can take many forms, from live interactive scenarios in our Learning Events, to video dramatizations, radio plays ... there's even a comic book in the works: Hart3i™ Action Stories!

Hart3i™ Action Stories offers quick case studies of challenging "moments" in the workplace. It includes a concise guide to the Hart3i™ Open Communications System. Click here to download the PDF – you can then open and save it to an iBook, iPhone, Kindle, or your favorite eBook reader.

Hart Learning Group offers innovative approaches to: Leadership Development, Effective Communications, Team Dynamics, and Organizational Change. We provide consulting, coaching and training to local, national, and global businesses to help them improve performance, meet targeted goals, and develop high-performance leaders and teams. Contact us today to discuss how In This Moment Learning™ can work for you!

Each year the Equal Employment Opportunity Commissions issues a report on the number of discrimination complaints filed in the previous year. As someone who has followed this reporting for two decades, I was not surprised to find that Retaliation complaints were responsible for the highest number of complaints in 2010. In recent years, Race has been the category receiving the most complaints. However, Retaliation complaints have been on a steady rise since 2007.

According to EEOC data, all major categories under the statutes they are responsible for showed an increase in the number of complaints filed. The number reached nearly 100,000. This is the first year that Retaliation cases have top billing.

This data suggests that organizations may need to refocus their training efforts. In addition to having complaint processes in place - and being timely in handling complaints - employers may need to be more aware of employee actions taken by managers, supervisors and team leads after a complaint is brought to their attention.

The leading question is, how are managers and colleagues treating those who draw their attention to possible problems, file complaints, or who are required to participate in an investigation to comply with the companies internal processes?

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