Latest posts tagged with #LifeAtTheSharpEnd on Bluesky
"If we don't want to talk about it, it means we need to be talking about it. If it makes you feel uncomfortable, it means there's stuff there we need to sort through."
A stark reality from my chat with Tanya Hallett about trauma-informed organisations in episode 16 of #LifeAtTheSharpEnd podcast
A key challenge for #HR practitioners (and others) in dealing with disclosures of workplace incivility, #bullying, harassment or sexual harm is the need to remain impartial and not 'pick a side'. But that doesn't mean being inhuman or unsupportive.
Find out more in E16 of #LifeAtTheSharpEnd
Emotional intelligence and #trauma-informed #leadership plays a role in creating positive and respectful cultures, and in addressing the problems of #bullying and #harassment sensitively and appropriately.
Listen to Tanya Hallett talking about this in E16 of the #LifeAtTheSharpEnd podcast.
If someone is going to tell you what's happened to them in a #bullying or #harassment #investigation, how do you ensure they feel heard in a supportive and empathetic way?
That's one key message from Tanya Hallett in this clip from the latest episode of #LifeAtTheSharpEnd.
If someone who's experienced workplace #bullying, #harassment or #SexualHarm has the courage to talk to you about it, how you respond when they make their disclosures is exceptionally important.
Something for #HR, #leadership, #complaints teams and #investigators to remember.
#LifeAtTheSharpEnd
Credibility assessments are a common feature in workplace #bullying and harassment investigations, assessing whether one party is 'more credible' and influencing decision-makers in their determination.
In this clip from #LifeAtTheSharpEnd, Tanya Hallett explains why being trauma-informed is key.
How does the trauma of being bullied in the workplace affect the way people respond to interviews and investigations? An essential topic for #HR practitioners, people in #leadership positions, investigators and decision-makers to understand if a fair outcome is to be achieved.
#LifeAtTheSharpEnd
What is self-care? A key question in this clip from episode 16 of #LifeAtTheSharpEnd on the responsibility of organisations to help people who've experienced trauma (directly or vicariously) in the workplace.
Does your organisation provide practical solutions or just tick boxes on the checklist?
Anyone who finds this interesting might like to listen to my conversation with Jen Fraser - @bulliedbrain.bsky.social - in episode 12 of the #LifeAtTheSharpEnd podcast
priceperrott.com/podcast/ep12...
Workplace #bullying and harassment is a traumatic experience for those affected. How does the trauma of this behaviour affect people?
In the new episode of #LifeAtTheSharpEnd, I'm talking about #trauma-informed practices required by #HR, #leadership and others who have a duty to prevent this harm.
How does the way #HR respond to incidents of workplace #bullying, harassment and #sexualharm compound the trauma people have already been exposed to by experiencing unacceptable workplace behaviour?
In ep 16 of #LifeAtTheSharpEnd, Tanya Hallett shares her expertise on becoming 'trauma-informed'
Can abrasive leaders who engage in workplace incivility, #bullying or harassment change their behaviour? In 82% of cases, Dr Laura Crawshaw's work reveals they can - if they choose to do so.
Listen to the full conversation in ep. 15 of the #LifeAtTheSharpEnd podcast.
#leadership #culture #change
Listen to the full conversation with Dr Laura Crawshaw on the #LifeAtTheSharpEnd podcast, wherever you get your podcasts, or follow the links and read the show notes at priceperrott.com/podcast
Failing to intervene and allowing unacceptable conduct to cause suffering to others is management neglect.
If you're in a #leadership role, it's up to you (not #HR!) to deal with abrasive conduct from people who report to you.
What you do sets the standards.
#WorkplaceBullying #LifeAtTheSharpEnd
This is a good first step but it is only a first step and a safe, confidential reporting mechanism is a baseline item. Many of the problems stem from what happens *after* reports are made, not just the lack of reporting.
Follow me for more on this topic, and have a listen to #lifeAtTheSharpEnd
Thanks for sharing @kieranandrews.bsky.social. Sadly these statistics are not unexpected and remain a feature of problems with toxic workplace culture in #FireAndRescue services across the world.
I explore this in depth in the #LifeAtTheSharpEnd podcast with interview on fire service #leadership
Why is it better to intervene early and address abrasive #leadership behaviour before it leads to formal #complaints and investigations?
In ep.15 of #LifeAtTheSharpEnd, Dr Laura Crawshaw, reflects on the harm and suffering caused by investigations and passing the problem around.
#ToxicCulture
How should #HR respond when someone comes forward to raise behaviour and conduct problems? Should an #investigation be started immediately?
What preventive and restorative actions to manage abrasive #leadership behaviour could help?
Listen to Episode 15 of the #LifeAtTheSharpEnd podcast for more.
Interested in #WorkplaceBullying, how to tackle a #ToxicCulture at work, create #HighPerformance in your #leadership teams in a respectful environment free from #incivility, #bullying, #harassment and #SexualHarassment?
That's what I post about here and discuss on the #LifeAtTheSharpEnd podcast!
You can find #lifeAtTheSharpEnd wherever you get your podcasts, or follow the links and read the show notes at priceperrott.com/podcast
"You need to hear hearsay." In this clip of #LifeAtTheSharpEnd (episode 15), Dr Laura Crawshaw explains why following a legalistic approach that ignores hearsay intelligence about poor behaviour is a problem that allows a #toxic workplace culture to breed.
Listen to the full conversation now.
What role does HR play in managing abrasive leadership behaviour that creates a poor workplace culture?
Well, for the #HR professionals in the room - it's not your job to manage this behaviour! It's up to their superior.
So says Laura Crawshaw in this clip from episode 15 of #LifeAtTheSharpEnd.
Are abrasive #leaders aware of their own unacceptable behaviour? Not always. A lack of self-perception means they sometimes see their #management style as necessary, or even noble.
In this clip from Episode 15 of #LifeAtTheSharpEnd, listen as Dr Crawshaw explains the challenge this gives managers.
How do we know if someone's abrasive behaviour is unacceptable in the workplace?
Ask yourself: "If my friend or family member were subjected to this behaviour, would I be comfortable with that?
If the answer is no, it's time to intervene."
So says Dr Laura Crawshaw in Ep 15 of #LifeAtTheSharpEnd
You can listen to the full conversation in episode 15 of #LifeAtTheSharpEnd wherever you get your podcasts, or follow the links from priceperrott.com/podcast
What is the role of managers in dealing with unacceptable conduct? How should managers tackle abrasive behaviour in order to prevent it escalating into formal complaints and investigations?
In this clip from episode 15 of #LifeAtTheSharpEnd, Dr Laura Crawshaw shares her thoughts on managing conduct
Are abrasive leaders who exhibit bullying behaviour towards others capable of changing their behaviour?
Important questions discussed in my latest conversation with Dr Laura Crawshaw in episode 15 of the #LifeAtTheSharpEnd podcast, out now wherever you get your podcasts.
priceperrott.com/podcast
As a people leader, how do you respond when others come to you and tell you that someone you manage is acting in a way that's not in line with your values?
This week on #LifeAtTheSharpEnd, I talk to Dr Laura Crawshaw about her experience of helping leaders manage abrasive leadership behaviour.
Leadership isn’t just about saying the right thing. It’s about ensuring your words match your actions.
Trust in #leadership is hard won, but can be destroyed in a moment.
That’s something Assistant Fire Chief Chad Costa and I talked about in episode 9 of the #LifeAtTheSharpEnd podcast.
Most people affected by workplace incivility, #bullying or harassment just want it to stop, for the person to realise, apologise, and change their behaviour.
In this clip from episode 14 of #LifeAtTheSharpEnd, @grahamgoulden.bsky.social discusses the two types of active and passive harm doer.
