Law 10 — Avoid Toxic: ស្តង់ដារអាកប្បកិរិយាក្រុម; Coaching > Punish

Zero tolerance for toxic behaviors. Protect dignity. Fix systems with coaching first; use formal consequences only by clear criteria. Risk & Conflict Behavior Standards Coaching Culture Master Post

Core Idea: បង្កើត ស្តង់ដារអាកប្បកិរិយា ដែលអ្នករាល់គ្នាផ្តល់សញ្ញា (respect, evidence-first, speak-up safety) ហើយដោះស្រាយបញ្ហាអាកប្បកិរិយា​ដោយ Coaching > Punish ជាចំបង—មានកំណត់ត្រា និងក្រមសីលធម៌ច្បាស់។ ចំណុច “Avoid Toxic” ត្រូវរាយនៅក្នុង Cluster 5 (Risk & Conflict) នៃទំព័រអ្នក។ Source

1) Team Behavior Standard (Charter)

Non-Negotiables (ជាប់ចិត្ត)

• Respect & Dignity: គ្មានសាមណ៍/ថ្កោលទោសជាសាធារណៈ; coach in private (ties to L5/L43)។
• Evidence-First: បញ្ចេញរូបភាព/តេស្ត/ឯកសារជាមុនសាច់រឿង (ties to L6/L9)។
• Speak-Up Safety: អត់បោះបង់ព័ត៌មានគ្រោះថ្នាក់; praise whistle (safety > speed > cost)។

Working Rules

• Meeting hygiene: agenda, time-box, one mic, no side-gossip។
• Board-first updates (L18); decisions logged with A/B/C (L31/L35)។
• Private channels for conflict; public channel for praise/recognition។

2) Coaching System > Punish (5 Steps)

CARE Model

• C – Clarify ព្រឹត្តិការណ៍ជាមួយភស្តុតាង (“On Mon 10:15, said X…”)
• A – Ask ស្គាល់មូលហេតុ/ទំនួលខុសត្រូវ (“What was your intent?”)
• R – Resource ផ្ដល់ SOP/mentor/tools; កំណត់ស្តង់ដារថ្មី
• E – Evaluate ត្រួតពិនិត្យ 7–14 ថ្ងៃ; document progress/MoM

Consequence Ladder (by criteria)

• 1) Coaching note → 2) Formal warning (criteria: repeat/severity) → 3) Rotation / Removal from zone → 4) HR action
• Apply to behaviors only; never shame the person. Keep records fair & factual.

3) Spot Toxic Patterns Early (Signals)

Gossip & Undermining

• Rumors, sarcasm, “us vs. them” with client/consultant
• Fix: move to facts channel; 1-on-1 reset; redirect to evidence

Safety/Quality Corners

• Skipping checklists/photos/tests; rushing inspections
• Fix: stop-work; SOP refresh; pair with mentor; re-book slot

Passive Resistance

• Agree in public, stall in private; hiding blockers
• Fix: board-first updates; clear lanes/authority (ties to L7/L18)

4) Playbooks (អាចប្រើភ្លាម)

Hot Moment (in meeting)

• Pause & re-ground to rules; move debate to small-table (≤ 30')
• Ask for evidence; re-focus on A/B/C options + decision window

Negative Influencer

• 1-on-1 fact-find → CARE coaching; assign measurable outcome
• Rotate to zone where success is visible; review in 72h

Repeat Violation

• Apply ladder: formal note → rotation → HR; notify calmly, with dates
• Protect team trust; announce standard, not the person

5) Do / Don’t (សង្ខេប)

✅ Do

• Publish the behavior charter; leaders model it
• Coach in private; recognize in public (L5)
• Use the board as truth (L18); decisions via A/B/C (L31)

❌ Don’t

• Tolerate gossip/sarcasm; it erodes safety & speed
• Punish first—fix system/skills before sanctions
• Label people; describe behaviors + impacts + remedies

6) Weekly Metrics (15 នាទី/សប្ដាហ៍)

• 1-on-1 coverage with coaching notes (≥ 70% of team)
• # public recognitions (fairly distributed across trades)
• Board freshness (cards updated ≤ 3 days) & blocker SLA ≤ 48–72h
• Incidents of disrespect/gossip → trend ↓; safety speak-ups → trend ↑

7) One-Page Templates (Copy/Paste)

Behavior Charter — Law 10
Non-Negotiables: Respect · Evidence-first · Speak-up safety
Meeting Rules: agenda · time-box · one mic · no side gossip
Recognition: weekly shout-outs (photo/test/date) · private coaching

Coaching Note (CARE) — Law 10
Clarify (facts/evidence): ____ · Ask (intent/constraints): ____
Resource (SOP/mentor/tools): ____ · Evaluate (date/metric): ____
Next check-in: __/__/____ · MoM link: ____

Consequence Ladder — Law 10
Criteria: repeat? severity? safety/code breach?
Step: ☐ Coaching note → ☐ Formal warning → ☐ Rotation/Removal → ☐ HR
Documentation links: ____ · Notification date: __/__/____

Related

• Cluster 5 — Risk & Conflict (Master Post)
• Playbooks (Stand-up · 1-on-1 · A/B/C)

✎ Edit Post ↑ Top Up