This video discusses training topics, beyond workplace bullying
- Yes, an initiative to end workplace bullying…requires training on workplace bullying,…but there's more to it than that.…First off, assuming you implement a healthy workplace policy…and start making it clear that workplace bullying…will not be tolerated, you do need to conduct…some training on workplace bullying.…All employees should be apprised of what it is,…what it looks like, and what the policy says…about engaging in it.…This should be a company-wide training that everyone…at every level receives.…From there, I recommend offering more training focused…on positive workplace behaviors.…
In telling people they can't bully anymore,…you have to offer them something else.…Trainings on positive topics like conflict management,…communication skills, leadership, stress management,…internal customer service, and more,…can really help make a difference in ending bullying.…Further, offer training on the behaviors…that speak to your corporate values.…The key to making these trainings successful…is following up on their learning objectives.…
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.
- Differentiate between bullying, conflict, and a tough boss.
- Describe a prevalence assessment.
- Explain why it’s okay to step in when you witness bullying.
- Recognize how a social vision guides cultural change in the workplace.
- Summarize what a training program to combat workplace bullying should look like.