meet Paul White

Any
WORKPLACE
can be
HEALTHY
...from The Vibrant Workplace
DR. PAUL WHITE, PhD, is a psychologist, author, speaker,
and consultant who makes work rela onships work. For the
past 20 years, hes improved numerous businesses, schools,
government agencies and non-prot organiza ons, create
posi ve workplaces. Dr. White has given lectures around the
world, including North America, Europe, South America, Asia,
and the Caribbean. He has spoken to Microso managers,
SHRM and associa on conferences across North America, at
interna onal conferences, and to numerous na onal
organiza ons. Dr. White helps nancially successful families
and companies deal with the rela onal issues intertwined
with transferring business ownership, business management,
and the familys assets across genera ons. His exper se in
this area has been requested by Princeton University, the
Milken Ins tute, Napa Valley Community Founda on, Dart-
mouth College, Houston Community Founda on, and
numerous large private companies. Dr. White graduated
Magna Cum Laude from Wheaton College with a major in
Chris an Educa on, earned his Masters of Counseling from
Arizona State University, and received his Ph.D. in Counseling
Psychology from Georgia State University. He has been
married for over 30 years and is the father of four adult
children.
More at DrPaulWhite.com.
To interview Dr. Paul White, contact Tom Ciesielka, TC Public Rela ons, TC@TCPR.net, 312.422.1333.
read THE VIBRANT WORKPLACE
...and heal YOUR work!
The Vibrant Workplace:
Overcoming the Obstacles to Building a Culture of Apprecia on
by Dr. Paul White
It happens all the me.

A leader reads a book or goes to a conference and learns great new ideas for their organiza-
on. But when they try to implement changes, nothing budges. Why?

It's because work cultures are deeply rooted. Paul White knows this, and it's why he
wrote The Vibrant Workplace: to give workplace leaders a thorough understanding of the
most common obstacles to change, plus
the skills to overcome them.

Pairing real-life examples with profession-

al advice and research, White oers a
guide to uproo ng nega vity and cul -
va ng authen c apprecia on and resilien-
cy in the workplace. Readers will learn
how to:

Assess what nega vity is cos ng their

company
Address the deeper issues under
unhealthy dynamics
Make authen c apprecia on the
cornerstone of work culture
Apply the ve languages of
apprecia on strategically
Bring out the best in their employees
and teams and more
Any workplace can be healthy. It just takes
knowledge of the issues and skills to
navigate them, which is exactly what this
book provides. Readers will be equipped
to successfully overhaul their workplace
environment and infuse it with authen c
apprecia on.

To interview Dr. Paul White, contact Tom Ciesielka, TC Public Rela ons, TC@TCPR.net, 312.422.1333.
Transformative thoughts from
THE VIBRANT WORKPLACE
The true purpose of communica ng apprecia on at work
is not to mo vate or make employees happy and its not
to increase produc vity
It is to convey respect and value for that person
(Chapter 1: Your Leaders Arent Interested)
I have come to believe that the lack of genuineness in
communica ng apprecia on may be the single biggest
barrier to posi ve rela onships.
f
Believe it or not, employers or supervisors are not the
ul mate source of understanding what comprises a
good work ethic
A good work ethic is dened rst by ones customers
(Chapter 7: People Are Dierent -
But We Treat Them the Same)
Moody Publishers (April 2017)
To lead a successful team, you have to understand
those who are not like you. Order from
f
Performance is important...and who wouldnt want Amazon or Barnes & Noble.
a high level of produc vity? Available in paperback or
Understanding how the purposes of recogni on and Kindle edi ons.
the goals of apprecia on dier will aid leaders in
making be er choices Find more healthy workplace
(Chapter 10: Performance Issues - Underachievers, resources from Dr. Paul White at
Overachievers and Everything In Between) DrPaulWhite.com.
The key is to match the right ac vity with its
accompanying goals.
Also by Dr. Paul White

SYNC OR SWIM: A FABLE ABOUT

WORKPLACE COMMUNICATION
AND COMING TOGETHER IN A
CRISIS

RISING ABOVE A TOXIC WORK-

PLACE: TAKING CARE OF YOURSELF
IN AN UNHEALTHY ENVIRONMENT

THE 5 LANGUAGES OF
APPRECIATION IN THE WORKPLACE:
EMPOWERING ORGANIZATIONS BY
ENCOURAGING PEOPLE

To interview Dr. Paul White, contact Tom Ciesielka, TC Public Rela ons, TC@TCPR.net, 312.422.1333.
Suggested interview questions for
Dr. Paul White...
1. So Paul, weve all experienced itthe crazy busyness and nega vity at
work, the coworker that whines and grumbles and the manager who
doesnt seem to care about workplace culture. You say you have
the answer and that any workplace can become vibrant. How?
2. What is a vibrant workplace? That is, what characterizes a work
environment that is vibrant?
3. This sounds somewhat idealis c or utopian. Do vibrant
workplaces really exist?
4. You cite a number of challenges in helping a workplace move
toward a culture of apprecia on. What do you think are the
most frequently occurring challenges found in workplaces?
5. You focus a lot on the dierence between recogni on
and apprecia on - what is the dis nc on?
6. Do awards and gi s at work ma er?
7. Is there a rela onship between apprecia on and
produc vity?
8. What are some of the common misconcep ons about apprecia on Moody Publishers (April 2017)
at work?
9. Is workplace apprecia on necessarily completely job-related? Order from
10. The rst two challenges you iden fy in your book are lack of Amazon or Barnes & Noble.
support from management and resistance from supervisors. Available in paperback or
What have you learned in how best to overcome these challenges? Kindle edi ons.
11. How can leaders or supervisors who dont feel appreciated
themselves convey apprecia on to their stas?
12. Why is on the job recogni on o en perceived as disingenuous?
13. How do you root out nega vity in the workplace?
14. What do mean by workplace busyness and how might that be a bad thing?
15. What are some unique workplace se ngs that might have dierent types of challenges?
16. You have wri en about the dierent languages of workplace apprecia on. What are they
and why is it important to speak all of them?
17. What type of issues might genera onal dierences present for apprecia on on the job?
18. Are there dierences in how men and women view apprecia on?
19. We live and work in a global society. How do cross-cultural dierences aect apprecia on at work?
20. In one of the chapters you talk about employees being people, not just work units. Can you expand
on the concept of apprecia ng an employee as a person rather than focusing on performance?
21. What about toxic workers? Can they be appreciated?
22. Does apprecia on aect inter-employee compe on?
23. What is the rst thing a manager can do to begin transforming their workplace?
24. Is their anything that individual employees can do to eect change?
25. What is the number one, most important prac ce that an employer can implement to begin the
journey to becoming a vibrant workplace?
26. Obviously, Paul, people can buy your book, The Vibrant Workplace, but you also oer
some free resources online at your website. Tell us what we can nd at DrPaulWhite.com.

To interview Dr. Paul White, contact Tom Ciesielka, TC Public Rela ons, TC@TCPR.net, 312.422.1333.