HR Expert, Dr. Lynne Curry, Founder of The Growth Company on EYEQ Training on Your Smartphone in the Palm of Your Hand


Which of these common situations fits you?
• You need all your managers and employees to act in compliance with a new policy, regulation or law
— and this needs to happen ASAP;
• You’d like to bring every manager and employee into the conference room for a live training session
but it’s not economically feasible;
• Most online computer training bores your managers and employees – and isn’t long retained;
• You need to put together a high quality, engaging training program, but you don’t have much time;
• Your managers and employees have a hard time breaking away for a several hour training session;
training presented in fifteen to thirty minute is more realistic;
• You want to raise awareness among your managers and employees concerning bullying and

Like you, several of these six situations fit me. I’m a CEO and when a new policy, regulation or law surfaces, I want everyone in immediate compliance. I’m also a management and employee trainer, and I want training that produces bottom-results, engages participants and provides long-term retention.

These needs and the reality below moved me to investigate smartphone training. As a nationally-recognized expert in the field of workplace bullying, I had a special interest in identifying a high quality, cost-effective, time-efficient method for training and raising awareness among managers and employees concerning bullying and harassment. Bullying is an epidemic, a situation faced by three to four out of every U.S. worker, and a hot potato for leaders, managers, supervisors and employees.

Workplace bullying is epidemic. In fact, 37 million U.S. workers face “abusive conduct” during the workday, according to a 2014 survey from the Workplace Bullying Institute.

According to the Society for Human Resource’s study, the three most common outcomes of bullying incidents included decreased morale (68%), increased stress and/or depression (48%) and decreased trust among co-workers (45%).

Fail the Test!
Sue had already exited his office. In contrast, Ellen stayed when Jeff launched into tirades, even when he shouted expletives at her. Don’t pass the test you should fail. Bullies test to see if you’ll allow bad treatment. If you do, bullies escalate their abuse, and the situation can spiral out of control.
Never think you can ignore a bully. They don’t go away on their own and perceive avoidance as weakness. Those who don’t stand up to a bully’s initial attack signal that they’re easy prey, inadvertently encouraging continued bullying.

As a professional who serves as an expert witness and a legally-mandated trainer for anti-harassment training, I can report that the statistics related to sexual and other forms of harassment are as chilling. The EEOC resolved 92,641 charges in fiscal year 2015, resulting in more than $525 million awarded to victims of harassment and discrimination.2 Further, the federal Equal Employment Opportunity Commission (EEOC) has made preventing harassment through systemic enforcement and targeted outreach a national priority.

Here’s what smartphone training offers training managers and employers and why I’m committed to this training and employer solution.

How Training Managers Benefit
As a trainer and a training manager (who has provided training programs to more than four thousand clients in fourteen states since 1978), I want high quality, engaging materials and I don’t always have time to develop them. If the Phonize Playbook™ offers me a means to access engaging quality training materials,
I’m on board.

If you offer me a choice between trying to corral attendees into a conference room, and dealing with emails letting me know attendees can’t make the training date due to workload or illness – or – a smartphone training solution that allows me to say “access your smartphone during the next 48 hours for 15 to 30 minutes,” I vote for option two.

Nearly 29 million others witness this abuse. To put this into tangible terms, the nearly 66 million workers who face or witness bullying equal the combined population of fifteen U.S. states.

If you make it easy for me as a trainer/training manager to intersperse foundational Phonize Playbook training segments with company-specific materials I personal prepare — and provide me an easy authoring tool I can use to gamify what I’m teaching, I’ll consider the Phonize Playbook my training partner.

How Employers Benefit
Judges, juries and regulatory agencies expect employers to train managers and employees to comply with all laws and regulations. No excuses.
The penalty for inaction or delay — lawsuits, verdicts and hours spent chatting with attorneys and regulators. At the same time, employers find it difficult to remove large groups of managers, supervisors, employees or other key stakeholders from their workstations for live training programs. If an organization has managers and employees scattered throughout the nation or globe, or working from home, it becomes costly and challenging to pull them together for group training. The Phonize Playbook’s Learning Management System (LMS) alleviates these burdens. Managers and employees can learn what they need to, whenever and wherever.

A recent HR Magazine article identified certain industries as bully-prone. Since 1978, I’ve frequently provided training concerning workplace bullying
and harassment and can confirm that some industries are bully-prone. These include health care (where I work with both hospital and medical clinics to intervene in bullying situations) and oil patch and construction companies. What makes an industry bullyprone? Key factors include an organizational culture that condones bullying behaviors and a rigid hierarchical structure.

Proof of training is important in the area of compliance training. Well-designed LMS platforms such as the Phonize Playbook™ track each learner’s progress through each course. Each learner’s “LMS transcript” and exam scores can be produced effortlessly. If a regulatory agency calls, or a lawsuit occurs, employers can quickly prove their good faith training efforts via the Phonize Playbook’s back-end reporting features.

“Harassment…it’s not just sexual anymore,” said Dr. Lynne Curry, President of The Growth Company Inc. and author of the recently released Beating the Workplace Bully, AMACOM.

Further, LMS systems such as the Phonize Playbook introduce gamification elements into the learning environment. Gamification creates an appetite for achieving and increasing high scores and promotes a healthy dose of competitiveness throughout the organization. This translates into an interactive, competitive and perpetually-learning culture that leverages manager and employee talent.

Human resource or training professionals can then examine the The Phonize Playbook gamification component on the program’s backend to discover in which areas learners excel or struggle, allowing manager and employee development plans to be tailored to individual and organizational needs. Next, culture trumps strategy. What happens when an employer creates a “code of conduct” and doesn’t enforce it? It becomes not worth the paper on which it’s written and no longer useful when an employer wants to terminate a manager or employee for truly outrageous conduct. Can an employer discipline employees for violating their code of conduct when the employer hasn’t provided training in how to meet those standards? Not easily, as the lack of employer training becomes a terminated employee’s first line of defense. What benefits do employers receive from a bully-free, harassment free workplace? Bullying and harassment demoralize employees, reducing employee productivity. Abusive work environments have other serious consequences for employers, including higher turnover and absenteeism rates and increases in medial and workers’ compensation claims.

Finally, a recent HR Magazine identified certain industries as bully-prone. Since 1978, I’ve frequently provided training concerning workplace bullying and harassment and can confirm that some industries are bully-prone. These include health care (where I work with both hospitals and medical clinics to intervene in bullying situations) and oil patch and construction companies. What makes an industry bully-prone? Key factors include an organizational culture that condones bullying behaviors and a rigid hierarchical structure.

Fits how those trained want training delivered

  • As a trainer, I can confirm that smartphone training provides an effective training delivery system. It’s set up for:Flexible training delivery, allowing those to-be-trained to access the training during their commute, at home, or during short intervals of time;
  • Short, engaging content (the average attention span dropped from 12 minutes in 1998 to 5 minutes in 2008);
  • Independent learning, which suits our increasingly independent workforce and allows for additional, voluntary self-learning;
  • Inexpensive per-learner delivery, a strategy made possible by the fact that there are nearly seven billion mobile phones in the world (almost as many as there are inhabitants on the planet);
  • Accessibility by remote employees.

Particularly appeals to Millennials and Gen Z

Millennials (ages 21-34) and Gen Z (ages 18 to 20) grew up with mobile technology and prefer training delivered on their mobile devices to “death by PowerPoint.” In many companies, more than eighty percent of employees have smartphones. According to Millennials and Gen Z, videos are the new text. Ninety-two percent of online adults ages 18 to 29 report watching videos on a video-sharing site.7
Millennials and Gen Z grew up on Super Mario and Candy Crush. Smartphone training easily adapts to gamified learning. A mobile training strategy that includes gamification (providing on-the-spot feedback in the form of game scores) motivates Millennials and Gen Zers by recognizing their achievements as learners and giving them the incentive to perform even better and gain a higher score.

Here’s what a Millennial says about training delivered on a mobile device, “I know that I’d be excited to check off activities on a mobile device that would keep me on track in my training and let me visualize the program that I’ve made. It’s also a great way for managers to track employee training.”

Smartphone training also allows Millennials and Gen Z to connect with their peers through open discussion boards (where they can ask questions and share knowledge and rate content and training modules).

Smartphone training – it meets multiple needs, can be economically and conveniently delivered, and for a variety of reasons may prove as or more effective as live training for many organizations. Training has never been so accessible.

“Slips in ethical and legal workplace actions are making headlines every day, stated Dr. Lynne Curry, President of The Growth Company. “Further, legal action to address bullying is on rise. Not only have legislatures in three states, California, Utah and Tennessee developed laws banning bullying, but multiple attorneys consider bullying a violation of the good faith covenant between employers and employees. It’s important for every organization, manager and employee to be informed of their rights and responsibilities with critical training.”

Dr. Lynne Curry, SPHR, SHRM-SCP, founded The Growth Company, Inc.,, a management consulting, training, human resources and organizational strategy firm, and Curry has provided more than 55,000 consulting projects to more than 3,700 organizations in Alaska, Hawaii, Washington, Oregon, California, Connecticut, Arizona, Washington D.C., Illinois, New York, Arizona, Texas, Japan, Korea, China, Guam and England. Curry is author of Beating the Workplace Bully, AMACOM, 2016, Solutions and Managing Equally and Legally, McFarland.

PHONIZE USA is presenting this complimentary white paper to deliver the training and build greater awareness for every professional in an easy and accessible way — on a smartphone, mobile device or PC.

The objective of training is to provide employees with the tools and knowledge to understand the laws and regulations regarding harassment in the workplace.
• Identify the words and actions that constitute harassment.
• Understand what the law says about harassment.
• Implement anti-harassment policies.
• Educate employees and develop anti-harassment policies.
• Discuss employer and employee’s rights and responsibilities.
• Address accusations of harassment.
• Apply proper mediation procedures.
• Deal with the aftermath of harassment.

The Sexual Harassment and Bullying Behavior Awareness training provides information on best practices on sensitive issues including:
• Conduct outside the office.
• Social Network interaction do’s and don’ts.
• Sexual orientation.
• Ongoing or formerly consensual office relationships.
• 3rd party harassment.
• Sexually charged work environment.

About Phonize, Inc.
Phonize, Inc. is shaping the future of enterprise talent development and compliance training with EYEQ™. EYEQ
training on smartphones, mobile devices and PCs is easy to use, fast and effective. It offers the easiest authoring tools with
automatic gamification to design interactive courses using a variety of media, including audiobooks and video. It delivers and tracks
one to one training and communications to employees, partners and customers anytime, anywhere when connected to the internet
or offline. Its patented mobile framework with social feedback capabilities offers an engaging way to empower people to perform at
their best while providing individuals, team leaders and managers with reporting, metrics and communication tools to optimize talent
and performance. Founded in 2013 by a seasoned management team, the company is based in San Francisco with offices in the
Silicon Valley. For more information about Phonize, please visit: