AntiBullying Week 2015 – how to take action when feeling bullied and you can’t trust your boss

Sometimes leaders overuse their strengths and no longer notice that they are not working abw_twitter_black_500x250well. This can lead to people feeling bullied, not listened to and makes the leader hard to work with. In helping Annette, whose boss John, overused being a ‘devils advocate’. This meant he became argumentative, and destructive – even though he thought he was being helpful and ensuring high quality work was done.

The story in this link http://mwrconsulting.co.uk/?p=2715 shows what happens in these circumstances and outline three actions that can be taken.

If you need help call me on 07779 345 499, or email me to m.raymond@mwrconsulting.co.uk

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

T: 07779 345 499

Marjorie Raymond

Marjorie Raymond

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Certified ACT practitioner
  • Support if you are being bullied, or have a member of your organisation who has made a bullying complaint
  • Certified Mediation practioner, to address workplace conflict,
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations
  • Special projects, secondments and assignments

 

How to bounce back from hard times

You can improve your resilience, making you more capable of dealing with setbacks

Pride (2)

Positive feelings, such as joy, interest and pride, are pleasant to experience

Positive emotions build resilience to setbacks, improve relationships and help to us be healthy.

Positive emotions build resilience to setbacks, improve relationships and help to us be healthy. We know this from a wealth of psychological research.

Positive feelings, such as joy, interest and pride, are pleasant to experience. Our bodies relax and our heart-rate lowers. When we are in a positive emotional mind-set we sit up and smile, and we want to share the associated positive experience. We open up to other people, adopt a wider point-of-view and feel more like participating than when a negative emotional mindset is in play.

On the other hand, negative emotions, such as anger, fear and anxiety, make our bodies tense up. We tighten our jaw and our heart-rate increases. We pull inwards, close down and narrow our point-of-view. Often memories associated with these feelings turn into mental videos that are difficult to halt. Have you noticed that the positive emotions are also more subtle and quieter than negatives ones?

Negative emotions pack an intense emotional punch as they are hard-wired into us as protection from hard knocks and danger. This means a high number of positive moments is needed to offset the negative mindset that results from just one negative moment.

So, negativity is characterised by intense impact, and positivity the need for frequent such experiences. This difference in how we experience positive and negative emotions means we perceive negative emotions strongly, resulting in a natural bias towards negativity. Even so, a high volume of positive emotions can offset this bias.

Positive emotions offset negativity as they create resources within us that we can draw upon in more challenging times. A positive mindset generates resilience, improves relationships and helps us to be healthy. This means that work becomes more manageable and we have more energy available. This, in turn, helps us to control and adjust to the impact the world has on us.

Both positive and negative emotions have their place; they make us human. However, positive emotions need attention if we are to readily benefit from them.

The positive emotions, all 10 of them, are listed in the table below:

Lookout for and savour positive emotions to build resilience

Lookout for and savour positive emotions to build resilience

Explore positive feelings and emotions with the aid of these two tips:

  1. Keep a list of positive experiences. Perhaps note them down on the way home from work or shopping, or over a bedtime drink at the end of the day. I bet you’ll be surprised at just how many there are.
  2. Revisit them in the morning to energise your day, savour them and enjoy them. In a year’s time look back at them again.

 

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

T: 07779 345 499

Marjorie Raymond

Marjorie Raymond

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Certified ACT practioner
  • Support if you are being bullied, or have a member of your organisation who has made a bullying complaint
  • Certified Mediation practioner, to address workplace conflict,
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations
  • Special projects, secondments and assignments

Do You Let Change Rumours Breakdown Trust?

Change is emotional. Often, those impacted, or potentially impacted, ‘find out’ through the rumour mill. This inevitably leads to a lack of understanding about what a specific change may mean, and as a result can cause mangers to break expectations and perceived promises. Psychologists talk about this being a breach of the ‘psychological contract’. The ‘psychological contract’ exists as explicit and implicit understandings between employer and employee, or manager and direct reports, and also at a company level.

The ‘Psychological Contract’ is not obvious . It is important. Like an iceberg, most of it is hidden.

Change has the potential to breach psychological contracts and breakdown trust. Sometimes such a breach never heals. Therefore, its best to avoid breaches in the first place and this requires good communication to help people establish ‘what is in it for me’.

Change may have the potential to impact thousands of people at the same time. This can intensify emotions and unless communication is established it can also lead to industrial action. Therefore, organisations need to be aware of how they impact psychological contract at the overall company level and also what the leaders and supervisors are doing during times of change.

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Special projects, secondments and assignments
  • Mediation, to address workplace conflict
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations

 

3 Things You Can Do to Survive Inconsistent Untrustworthy Leadership Behaviour

inconsistent behaviour destroys trust

Inconsistent behaviour is toxic and destroys trust

Inconsistent behaviour prevents trust from being built and sustained. It is hard to survive. Distrust is a toxic symptom that may occur when a leader behaves inconsistently. This management style can lead to employees feeling uncomfortable, unappreciated and even betrayed.

Read John’s story about his boss Annette shows:

“…Annette tells me to do a job, and then when it is done she somewhat petulantly points out the other things I have not done. Even though they were never discussed, and are sometimes at odds with what was agreed”. However, “…Annette tells me she knows she changes her mind. However, she does not seem to remember that when she next changes her mind. I think she thinks I am hopeless…”

So how does this make John feel?

“I can’t trust the direction she gives, not because it is bad, far from it, it’s just I know she will not like what I have done without realising she has changed her mind.”

“…I don’t mind that she changes her mind if she acknowledged it. Then I would not feel so blamed… maybe she would not appear so angry”

“I don’t commit to my work as I much as I would like as it is never good enough and after a while I just feel rubbish”

What are your thoughts on John’s story?

Three things that John can do:

1. Take some time to talk to Annette. Explain how he is feeling and ask her how she is

2. Agree some boundaries, keep Annette updated with what you have agreed and if she changes her mind than agree how to convey that to you

3. Protect himself, don’t take inconsistent behaviour personally

 

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Special projects, secondments and assignments
  • Mediation, to address workplace conflict
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations

 

Does your Social Media activity motivate your people?

Using Social Media can increase the motivation of your people

Using Social Media can increase the motivation of your people

Evidence suggests that an organisations external Social Media activity has a hugely positive impact on employee motivation. Specifically, organisations are finding that their external Social Media platforms most notably, Facebook, LinkedIn and Google+, are of interest to their own employees. These individuals frequently and enthusiastically support their company’s Social Media activity through ‘likes’ and ‘favourites’. Why you may ask? Well, this helps employees feel empowered; by breaking down traditional organisational silos, it allows all employees to not only see what is going on within the company but to also feel part of the business through supportive social media activities. In a nutshell, employees value being in touch with external communication messages, giving them an internal importance that was not possible before. This is also a benefit to businesses, having social media support from their staff allows brand messages to be spread much further and thus these employees quickly become important internal communication assets! This is good news for employee communication; active use of social media has resulted in employees reporting higher levels of commitment and attachment and as a result has added more value to their own job. Surprisingly perhaps, researchers did not find that Social Media use increased employees own ‘sense of belonging’, also referred to as social cohesion.

Employees sometimes 'favourite' their firms external social media communication

Employees sometimes ‘favourite’ their firms external social media communication

However, organisations need to learn how to harness positive outcomes from their Social Media activity and link it to their internal communication strategies. Therefore, it is worth investing in the new Social Media skills and competencies required for success. Consideration should also be given to how HR strategies can be developed and communicated using the kind of communication techniques that may, until now, have been the focus of marketing activity for customers. Implications for not engaging or motivating people in your organisation may not only result in lost opportunities, but may also create much more damaging reputational consequences.

 

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499 E: m.raymond@mwrconsulting.co.uk We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people. Here are some examples of approaches that can be used and tailored to your individual needs:

  • Special projects, secondments and assignments
  • Mediation, to address workplace conflict
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations

How coaching frontline call centre people is good news

When supervisors in call centres coach their people they make a positive impact on both productivity and engagement. Recently, a study demonstrated a clear productivity benefit, a saving of 1 second on each call as a direct result of coaching.

Coaching frontline call centre people inceases producitivity and engagement

Coaching frontline call centre people inceases producitivity and engagement

Furthermore, coaching was added value, since it was delivered by supervisor at no further cost.

Sometimes supervisors were unwilling to coach. Specifically, they were more likely to be unwilling when supervisors had not been supported to:

  1. develop their coaching skills,
  2. have time to coach rather than attend to administration
  3. evolve their confidence

From an effectiveness and efficiency point of view it makes sense to equip supervisors to coach.

Even when organisational hierarchies are beginning to flatten the evidence here indicates a need for supervisors to play a central role in employee development and performance management. Supervisors are the ideal people to deliver call centre training coaching.

1 Liu, A. And Batt, R (2010) How Supervisors Influence Performance: A Multilevel Study of Coaching and Group management in Technology-Mediated Services, PERSONNEL PSYCHOLOGY, 63, pp265–298 

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Individual and group coaching…Coaching – a powerful way of developing people
  • Personal development activities
  • Special projects, secondments and assignments
  • Mediation, to address workplace conflict
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations