Skip to Navigation

This one-day workshop will enable attendees to discuss alleged cases of bullying and provides guidelines for dealing with complaints early. In many cases this will mean that difficulties between the parties can be resolved and lengthy and costly formal procedures  can be avoided.

Lack of understanding and the absence of clear definitions of the term ‘bullying’ in the workplace means that is often used inappropriately. This can lead to managers feeling disempowered. Fearing an accusation of bullying – when attempting performance management for example – they withdraw and are unable to deal constructively with problem behaviour.

The event will also equip managers with understanding and strategies for countering spurious accusations of bullying.  Attendees will be give diagnostic criteria and clear guidelines on responding to accusations of bullying, and encouraged to use structured and solution-focused questions with a view to maintaining productive working relationships.

Genuine cases of bullying at work unfortunately do occur and most employers recognise this and have policies in place to deal with complaints. Genuine bullying has to be dealt with promptly and firmly, but confusion means that problems of a different nature can arise when the term ‘bullying’ is used without foundation, for example to counter management instructions.

Content

  • Introduction and expectations
  • What the research says
  • Bullying and harassment: definitions
  • Bullying, harassment, and other types of negative behaviour
  • Organisational attitudes and responses
  • The key communication skills for managers
  • How to discuss sensitive issues with confidence
  • Balancing the interests of all concerned
  • Performance management considerations
  • The manager’s dilemma: support staff and get results
  • Bullying: diagnostic check-list
  • How to respond to an allegation of bullying
  • How to engage in an ‘adult’ conversation
  • Acknowledging emotion, discussing facts
  • Questioning and creative questions to use
  • Keeping constructive conversation going
  • Three strategies for reducing false accusations
  • Conflict resolution or mediation, when to get help
  • Formal vs informal approaches
  • The role of organisational and team culture
  • Further resources.

Objectives

Become more confident in response to allegations of bullying and harassment
Understand what constitutes bullying and harassment
Engage in constructive response before resorting to formal procedures
Counter spurious accusations of ‘bullying’ when attempting, for example, to manage performance.

What attendees will learn

Workplace bullying and harassment, definitions and statistics

How to spot genuine cases of bullying in the workplace

How to respond to spurious allegations safely

Diagnostic check list; how to identify and correctly label problem behaviour at work

How to discuss a complaint and resolve issues early

The questions to ask and responses to give when handling allegations

Prevention: The role of organisational and team culture

How to educate both managers and staff to minimise the risk of false accusations.

Who is it for?

Supervisors and managers who believe that organisational culture is important, and want to create the right culture for their organisation.

Learning & Development and HR staff who have to deal with allegations of bullying and harassment.

HR, L&D and OD specialists who want to understand how they can impact on organisational culture.

Supervisors and managers who have experienced, or believe that they are at risk from, spurious accusations of bullying or harassment

Anyone responsible for organising or managing individuals or groups.

Your facilitator

Barry Winbolt MSc is a mediator,  trainer and consultant with over 25 years experience providing training and advice on working relationships, interpersonal conflict, communication skills and mediation. He is a member of the International Association on Workplace Bullying and Harassment, and a regular presenter at international conferences, and over 20,000 participants have attended his acclaimed seminars and workshops.

 

Latest from the blog

Stop trying and start doing

Do you ever catch yourself prefacing your good intentions with “I’ll try…”?

We all have lists of things we haven’t got round to doing anything about yet. It doesn’t matter how important these are or how serious you are, if you are not making anything happen they mean nothing.

If you are really serious about making things happen for yourself this post tells you one really vital thing you must do.

Continue reading

Walking on eggshells, how to discuss sensitive issues

Difficult conversations

Most of us are careful about how we tackle sensitive issues with colleagues and family members. This article provides some pointers on how to go about raising a subject you have been avoiding, to help tackle delicate matters in a productive, fair and balanced way, and to be sure of getting the results you need. Getting the other person’s attention, striking the right note and ensuring that something changes is the challenge.

Continue reading

More Is Not Necessarily Better

Is choice good for us?
When I was a kid crisps (chips if you are outside the UK), came in one variety, ready-salted. Now we have thirty-six varieties and counting.

Having many options is not necessarily better for us, in fact it can distract and limit us. Some say that limiting choice could actually make our lives better.

Continue reading
FREE DOWNLOAD - Get it now.

How to be more Resilient

Get my super-helpful guide '9 Steps to Resilience' absolutely FREE, when you subscribe to my newsletter.

Understand the steps to resilience and you can develop the ability to cope with problems and setbacks with less stress and more confidence.
close-link