This video discusses the ongoing process of coaching an aggressive employee, including helping them find the intrinsic motivation to change and providing tools and resources to help them make behavioral change.
- One of the reasons workplace bullying exists…is that managers do not know how to put a stop to it…before it gets out of hand.…Many people are promoted to manager…because they are good at their job,…but that doesn't mean they are good at coaching employees.…Luckily, coaching employees is a skill that can be learned.…Coaching is a cycle of planning,…implementing and evaluating.…Using this cycle, a manager can steer employee behavior…and performance in a certain direction.…So let's say you've been hearing complaints…about workplace bullying among your staff.…
You started watching the dynamics and behavior…and recognize that yes,…your employee Maria is indeed bullying.…So you decide to address it.…Your first step is planning,…and there are a few goals for this phase.…First you must help Maria see…that she is perceived as too aggressive.…It's important that you do not label her…or say something like, "People think you're a bully."…Instead provide clear, concise and specific examples…of this behavior occurring,…and how it can be perceived as too aggressive.…
She defines the key differences between conflict, harassment, and bullying, and helps you assess the prevalence of bullying in your organization. You'll learn the importance of stepping in to stop it, and coaching those identified as bullies. Catherine also highlights the role leadership plays in exemplifying the right behavior and being transparent about supporting a healthy workplace. To create a positive workplace that's free from bullying, she suggests a healthy workplace corporate policy, tying positive behavior to corporate values, ongoing training, and the use of performance management.
- Bullying vs. harassment vs. conflict
- The costs of workplace bullying
- Assessing the prevalence of bullying in your organization
- Stepping in to stop bullying
- Implementing a corporate policy
- Implementing training programs
- Leading a culture change initiative to effectively prevent bullying