Article by Janice Davies, Ann Andrews and Michael Smyth
A recent report highlighted the tragic news that New Zealand has one of the highest rates of workplace bullying in the world, with a staggering one in five employees being subjected to overbearing or belittling behaviour at work.
The research, funded by the Department of Labour and the Health Research Council found that levels of workplace stress and bullying were far greater than expected.
A survey of 1728 workers in the health, education, travel and hospitality sectors found 18 percent had been bullied, while 75 percent had suffered workplace stress.
Ineffective leadership was highlighted as one of the main causes. However, Janice Davies believes that lack of personal awareness skills is also a key factor in the bullying relationships.
The research further discovered that employers across all the surveyed sectors had a limited understanding of the problem and how to address it. It also found that reporting structures in most of the organisations they studied were ineffective, with bullying being viewed as part of wider harassment or violence initiatives.
Organisations need to have a zero-tolerance policy towards bullying which, for most places of work will require a cultural change and clearly defined procedures put in place to educate managers and team leaders on effective strategies for dealing with bullies.
Although it is impossible to gauge lost revenue from the effects of bullying, some staggering statistics are available on workplace disengagement. In a biannual poll of working New Zealanders undertaken last year by Gallup Consulting, their results showed that 15% of workers are actively disengaged (a 4% increase since 2006) and that manufacturing has the highest percentage (22%); service industries the lowest (12%). 38% of actively disengaged staff felt that the stress of work caused a flow-on effect to behaving poorly with their family or friends, compared with only 13% of Engaged employees.
In New Zealand, JRA, who conduct the ‘Best places to work survey’, believe 70 percent of workers are ambivalent or disengaged and the cost of that disengagement is on the rise and estimated to be in the region of $NZ5.9 billion p.a.
Janice Davies was herself bullied at work from a bully with a previously tainted workplace reputation. After a five minute verbal attack from the bully, her boss told her to discuss the problem over lunch and become friends. Fortunately for her, prior personal experiences with bullies and had taught her how to remain empowered.
From the victims point of view bullies are cruel co-workers. It is difficult, but the victim needs to learn if it wasn’t them, the bully would find another target. They use manipulative language and behaviour, preying on kind hearted and non assertive employees or gradually nitpick at confident employees until they lose their self confidence.
A workplace bully is angry and unable to communicate assertively. They have low self esteem and create negative relationships. Some may be conscious of their antics but unaware there are different types of positive workplace relationship which create more satisfaction for both parties.
At Janice’s workshops on dealing with difficult people, attendees confirmed a high percentage of bullying was experienced. It uncovered that after victims discussed the situations with their HR department or managers, they were often told to ‘get on with it’ or it was fobbed off as inconsequential. Generally they found another job leaving the bully for the next employee.
These solutions are suggestions from the reports and our authors.
• Organisations need to have a zero-tolerance policy towards bullying which, for most places of work will require a cultural change and a realisation that bullying is not acceptable
• Organisation will also need to have clearly defined procedures in place to educate managers and team leaders on effective strategies for dealing with bullies
• Organisations also need to provide education for empowering employees to be confident and how to engage in positive workplace relationships
• Organisations who hire for skills rather than attitudes may discover that qualified staff have not developed their people skills, therefore qualified employees still need further education about creating positive workplace relationships.
When these solutions are addressed, an organisation is likely to have a safer environment with trustworthy, motivated staff who support, respect and perform at a higher level during working hours. Thus, the 1 = 2 or more, ratio of disengaged employees is transformed
In the Gallup Poll, it was discovered that 76% of engaged New Zealand workers strongly agree that their supervisor is an active supporter of changes that affect their group. Which translates into good old fashioned democratic or consensus style leadership!
Three professionals who work in the corporate sector are now providing practical solutions so companies can deal confidently and competently with the issue.
• Janice Davies from The Attitude Specialists is a business trainer and consultant who has first hand experience of being bullied at work and now shows targets of bullying how to deal with the situation.
• Ann Andrews – The Corporate Toolbox has 20+ years experience as an HR Consultant who, not only advises organisations on how to set up sound policies and procedures but also teaches managers how to actually deal with bullies in their team
• Michael Smyth is a practising employment law barrister and the author of Employed But Not Engaged: How to break up with your employees and hold on to the ring. Michael has successfully worked with the victims of bullying in raising personal grievances and defended employers from bullying accusations.
Also available are tips, articles, TV & radio interviews and E-Posters for display on http://www.attitudespecialist.co.nz/self-esteem-bullying.html For further queries email janice@attitudespecialist.co.nz
Tuesday, July 27, 2010
Solutions for Preventing Workplace Bullying
Article by Janice Davies, Ann Andrews and Michael Smyth
A recent report highlighted the tragic news that New Zealand has one of the highest rates of workplace bullying in the world, with a staggering one in five employees being subjected to overbearing or belittling behaviour at work.
The research, funded by the Department of Labour and the Health Research Council found that levels of workplace stress and bullying were far greater than expected.
A survey of 1728 workers in the health, education, travel and hospitality sectors found 18 percent had been bullied, while 75 percent had suffered workplace stress.
Ineffective leadership was highlighted as one of the main causes. However, Janice Davies believes that lack of personal awareness skills is also a key factor in the bullying relationships.
The research further discovered that employers across all the surveyed sectors had a limited understanding of the problem and how to address it. It also found that reporting structures in most of the organisations they studied were ineffective, with bullying being viewed as part of wider harassment or violence initiatives.
Organisations need to have a zero-tolerance policy towards bullying which, for most places of work will require a cultural change and clearly defined procedures put in place to educate managers and team leaders on effective strategies for dealing with bullies.
Although it is impossible to gauge lost revenue from the effects of bullying, some staggering statistics are available on workplace disengagement. In a biannual poll of working New Zealanders undertaken last year by Gallup Consulting, their results showed that 15% of workers are actively disengaged (a 4% increase since 2006) and that manufacturing has the highest percentage (22%); service industries the lowest (12%). 38% of actively disengaged staff felt that the stress of work caused a flow-on effect to behaving poorly with their family or friends, compared with only 13% of Engaged employees.
In New Zealand, JRA, who conduct the ‘Best places to work survey’, believe 70 percent of workers are ambivalent or disengaged and the cost of that disengagement is on the rise and estimated to be in the region of $NZ5.9 billion p.a.
Janice Davies was herself bullied at work from a bully with a previously tainted workplace reputation. After a five minute verbal attack from the bully, her boss told her to discuss the problem over lunch and become friends. Fortunately for her, prior personal experiences with bullies and had taught her how to remain empowered.
From the victims point of view bullies are cruel co-workers. It is difficult, but the victim needs to learn if it wasn’t them, the bully would find another target. They use manipulative language and behaviour, preying on kind hearted and non assertive employees or gradually nitpick at confident employees until they lose their self confidence.
A workplace bully is angry and unable to communicate assertively. They have low self esteem and create negative relationships. Some may be conscious of their antics but unaware there are different types of positive workplace relationship which create more satisfaction for both parties.
At Janice’s workshops on dealing with difficult people, attendees confirmed a high percentage of bullying was experienced. It uncovered that after victims discussed the situations with their HR department or managers, they were often told to ‘get on with it’ or it was fobbed off as inconsequential. Generally they found another job leaving the bully for the next employee.
These solutions are suggestions from the reports and our authors.
• Organisations need to have a zero-tolerance policy towards bullying which, for most places of work will require a cultural change and a realisation that bullying is not acceptable
• Organisation will also need to have clearly defined procedures in place to educate managers and team leaders on effective strategies for dealing with bullies
• Organisations also need to provide education for empowering employees to be confident and how to engage in positive workplace relationships
• Organisations who hire for skills rather than attitudes may discover that qualified staff have not developed their people skills, therefore qualified employees still need further education about creating positive workplace relationships.
When these solutions are addressed, an organisation is likely to have a safer environment with trustworthy, motivated staff who support, respect and perform at a higher level during working hours. Thus, the 1 = 2 or more, ratio of disengaged employees is transformed
In the Gallup Poll, it was discovered that 76% of engaged New Zealand workers strongly agree that their supervisor is an active supporter of changes that affect their group. Which translates into good old fashioned democratic or consensus style leadership!
Three professionals who work in the corporate sector are now providing practical solutions so companies can deal confidently and competently with the issue.
• Janice Davies from The Attitude Specialists is a business trainer and consultant who has first hand experience of being bullied at work and now shows targets of bullying how to deal with the situation.
• Ann Andrews – The Corporate Toolbox has 20+ years experience as an HR Consultant who, not only advises organisations on how to set up sound policies and procedures but also teaches managers how to actually deal with bullies in their team
• Michael Smyth is a practising employment law barrister and the author of Employed But Not Engaged: How to break up with your employees and hold on to the ring. Michael has successfully worked with the victims of bullying in raising personal grievances and defended employers from bullying accusations.
Also available are tips, articles, TV & radio interviews and E-Posters for display on http://www.attitudespecialist.co.nz/self-esteem-bullying.html For further queries email janice@attitudespecialist.co.nz
A recent report highlighted the tragic news that New Zealand has one of the highest rates of workplace bullying in the world, with a staggering one in five employees being subjected to overbearing or belittling behaviour at work.
The research, funded by the Department of Labour and the Health Research Council found that levels of workplace stress and bullying were far greater than expected.
A survey of 1728 workers in the health, education, travel and hospitality sectors found 18 percent had been bullied, while 75 percent had suffered workplace stress.
Ineffective leadership was highlighted as one of the main causes. However, Janice Davies believes that lack of personal awareness skills is also a key factor in the bullying relationships.
The research further discovered that employers across all the surveyed sectors had a limited understanding of the problem and how to address it. It also found that reporting structures in most of the organisations they studied were ineffective, with bullying being viewed as part of wider harassment or violence initiatives.
Organisations need to have a zero-tolerance policy towards bullying which, for most places of work will require a cultural change and clearly defined procedures put in place to educate managers and team leaders on effective strategies for dealing with bullies.
Although it is impossible to gauge lost revenue from the effects of bullying, some staggering statistics are available on workplace disengagement. In a biannual poll of working New Zealanders undertaken last year by Gallup Consulting, their results showed that 15% of workers are actively disengaged (a 4% increase since 2006) and that manufacturing has the highest percentage (22%); service industries the lowest (12%). 38% of actively disengaged staff felt that the stress of work caused a flow-on effect to behaving poorly with their family or friends, compared with only 13% of Engaged employees.
In New Zealand, JRA, who conduct the ‘Best places to work survey’, believe 70 percent of workers are ambivalent or disengaged and the cost of that disengagement is on the rise and estimated to be in the region of $NZ5.9 billion p.a.
Janice Davies was herself bullied at work from a bully with a previously tainted workplace reputation. After a five minute verbal attack from the bully, her boss told her to discuss the problem over lunch and become friends. Fortunately for her, prior personal experiences with bullies and had taught her how to remain empowered.
From the victims point of view bullies are cruel co-workers. It is difficult, but the victim needs to learn if it wasn’t them, the bully would find another target. They use manipulative language and behaviour, preying on kind hearted and non assertive employees or gradually nitpick at confident employees until they lose their self confidence.
A workplace bully is angry and unable to communicate assertively. They have low self esteem and create negative relationships. Some may be conscious of their antics but unaware there are different types of positive workplace relationship which create more satisfaction for both parties.
At Janice’s workshops on dealing with difficult people, attendees confirmed a high percentage of bullying was experienced. It uncovered that after victims discussed the situations with their HR department or managers, they were often told to ‘get on with it’ or it was fobbed off as inconsequential. Generally they found another job leaving the bully for the next employee.
These solutions are suggestions from the reports and our authors.
• Organisations need to have a zero-tolerance policy towards bullying which, for most places of work will require a cultural change and a realisation that bullying is not acceptable
• Organisation will also need to have clearly defined procedures in place to educate managers and team leaders on effective strategies for dealing with bullies
• Organisations also need to provide education for empowering employees to be confident and how to engage in positive workplace relationships
• Organisations who hire for skills rather than attitudes may discover that qualified staff have not developed their people skills, therefore qualified employees still need further education about creating positive workplace relationships.
When these solutions are addressed, an organisation is likely to have a safer environment with trustworthy, motivated staff who support, respect and perform at a higher level during working hours. Thus, the 1 = 2 or more, ratio of disengaged employees is transformed
In the Gallup Poll, it was discovered that 76% of engaged New Zealand workers strongly agree that their supervisor is an active supporter of changes that affect their group. Which translates into good old fashioned democratic or consensus style leadership!
Three professionals who work in the corporate sector are now providing practical solutions so companies can deal confidently and competently with the issue.
• Janice Davies from The Attitude Specialists is a business trainer and consultant who has first hand experience of being bullied at work and now shows targets of bullying how to deal with the situation.
• Ann Andrews – The Corporate Toolbox has 20+ years experience as an HR Consultant who, not only advises organisations on how to set up sound policies and procedures but also teaches managers how to actually deal with bullies in their team
• Michael Smyth is a practising employment law barrister and the author of Employed But Not Engaged: How to break up with your employees and hold on to the ring. Michael has successfully worked with the victims of bullying in raising personal grievances and defended employers from bullying accusations.
Also available are tips, articles, TV & radio interviews and E-Posters for display on http://www.attitudespecialist.co.nz/self-esteem-bullying.html For further queries email janice@attitudespecialist.co.nz
Bullies Begone Article
COME ALONG TO OUR AUCKLAND WORKSHOP - 10TH AUGUST 2010
HOW TO DEAL WITH TOXIC EMPLOYEES, BULLIES AND AVOID DAMAGES CLAIMS
WAIPUNA LODGE, 9.00AM TO 4.00PM.
ANN ANDREWS speaking on Performance Management
MICHAEL SMYTH - speaking on The legalities and avoid damages claim
JANICE DAVIES - speaking on The victim and bully traits.
Be quick to reserve your space.
http://www.approachablelawyer.com/Page/workshop/1967
BULLIES BEGONE
Why bullying at school is creating problems with our economy and how to fix it
Bullied at high school, it took me twenty years to realise its impact and get back on track in life. Both my daughters were bullied at high school as well. One received text death threats and this was solved with taking the telephone to the police. The other was the recipient of physical abuse from a group of girls and this was solved with changing schools. Whilst both daughters are now qualified and working in their dream careers, bullying at school can have a longer term impact on people’s lives and the success of New Zealand as a world economy.
How bullying impacts our economy
A recent report published by Massey University reveals that New Zealand has some of the highest rates of workplace bullying in the world illustrated by the fact that in the health, education, travel and hospitality sectors 18 percent of those surveyed had been bullied at work. The cost on the victim is immense and in my case cost me 20 years of my life, but there is also a cost on the organisation which permits the bullying behaviour and the bully.
For the organisations, bullying leads to employee disengagement which research shows means higher absenteeism, higher staff turnover costs and lower sales (estimated by the Best Places to Work Survey as being 60% less than a fully engaged workplace). For the bully, failing to deal adequately with their behaviour denies them the opportunity to grow into great leaders. It should come as no surprise therefore that these problems start at a young age when the bully is at school. With truancy on the rise it’s vital to cull the bullying so victims like my daughters are not wagging school to be safe.
School bullying and how to fix it
It is easy to think of school bullying as occurring between pupils only, but let’s not forget that teachers can be victims too, whether that arises from being bullied by another teacher or even one of their students. Therefore different strategies need to be adopted to deal with each situation.
One Manurewa East primary school principal, who completed his masters in the UK focussing on bullying, used his research to solve the school’s problem of bullying between pupils. He introduced compulsory sport in the last half hour of lunch breaks, which research proved was the time most bullying occurred. Not every student likes maths, or reading but it was still part of the curriculum so he introduced compulsory lunchtime sport. Students are kept busy and have no energy to bully others.
That strategy tackles one cause of the problem – boredom by pupils. However, in the workplace boredom is unlikely to be the issue and rather, the Massey report suggests that a primary driver of the problem is a lack of leadership skills within an organisational culture which tolerates bullying behaviour. So if there is a problem of bullying in the workplace (including between teachers) then a different approach needs to be taken.
Start with the culture
In any organisation, the starting point is to look at the culture to see whether it tacitly encourages or actively discourages bullying behaviour. Let’s not forget that our teachers of today were our pupils of yesterday. Similarly our current business leaders, managers and employers also were the pupils of yesterday. A person who grew up in a school environment which allowed him or her to engage in bullying behaviour is more likely to carry that trait forward into adulthood and into the workplace.
Schools therefore must adopt a zero tolerance bullying culture which encourages pupils to work in teams not cliques, creates respect amongst students and most importantly builds confidence and self esteem within individuals. Some classroom strategies include:
• Creating anti bullying zone in class and school
• Art class – making ‘anti-bullying posters, creating dream (goals) posters
• Education about good, bad, happy, angry, scared, fearful, exciting, sad feelings and their appropriate actions
• Educating about feeling good by positive actions (create rewards and certificates)
• Teaching and boosting self esteem with genuine compliments (start a give a compliment day)
• Rotate students seating and include group work to constantly create new teams
• Boost self-esteem by more ‘up the front’ presentations
• Start a new set of positive classroom rules with input by teachers and students
• Including books, DVD’s and posters for further education.
With that culture in place, the school then needs to have systems and processes in place for dealing with bullying complaints which allow victims to reach out for help without making the situation worse for them. Such processes shouldn’t focus solely on relationships between students but incorporate the relationships of student and teacher and teacher and teacher, anticipating that there may be situations where it is the teacher than is being bullied by the student.
As this problem increases a teacher needs to revert to use assertive phrases “I can understand how you are feeling” or similar to let the student understand they are being listened to valued and continue communicating with follow up discussions planned. However, step two if you ‘intuition’ or ‘gut reaction’ is to that physically danger is imminent, remove yourself with phrases like “I'll go and find someone else we can discuss this with” or similar. If personal safety factors are a major concern rearrange the room so your desk is close to an exit.
Next fix the people.
The key strategy when dealing with the victim and the bully is raising their level of self-esteem. After its impact on myself and family, it’s my life mission to improve the awareness of self-esteem, hence the annual mid-year Selfday – International Self Esteem day. Free tips, downloads, Eposters are available for download on www.internationselfesteem.com and visit the bully page for additional information.
Another concept is a Friday afternoon or Monday morning session in the classroom designed to re-enforce self-esteem, achievements, goals and steps for present and future successes. It includes encouraging pupils to use phrases such as:
• I am great because …
• Today I achieved …
• I felt good because …
• Next week I will try …
• I wish that …
These have been compiled into a one page Success Journal which can be downloaded and copied weekly from http://www.attitudespecialist.co.nz/school-coaching.htm.
For both bully and victim, lessons in leadership are vitally important. Study great leaders and encourage pupils to identify different leadership styles and whether each style is effective in bringing the best out of the team and the individual. It is a sad fact that many people entering industry today are ill equipped to take leadership roles and when promoted into those positions leave a trail of destruction behind them.
Education goes further than the curriculum.
Teachers have long known that by educating our children through the school curriculum we create adults who have the intellectual minds to tackle the problems of the future. However, the Massey report identifies that where New Zealand is falling short amongst its global counterparts is in the area of emotional intelligence and effective leadership which are the antitheses to bullying. Development of those skills starts at school.
After working in education systems from pre-school to tertiary and understanding some of its complexities, it’s vital that bullying is addressed. Students are failing because of its impact. Behaviour in society is reflected in our schools and I have joined forces with a performance management expert Ann Andrews and lawyer Michael Smyth to stamp out bullies. Help us to make a difference with our survey invitation below.
What are your views on bullying and how it can be fixed?
We would like you to take part in a short 5-10 minute survey on bullying. To take the survey, go to www.surveymonkey.com/s/nobullies
Janice Davies is The Attitude Specialist, who teaches people to be positive and empower themselves. As a Professional Speaker, Success Coach and author Janice educates people at conferences, workshops and through books. Janice is the founder of the global movement International Self Esteem awareness day.. Janice has online complimentary articles, tips, E-courses, E-posters products on attitude, self-esteem goals, stress, happiness, relationships and more. Visit http://www.attitudespecialist.co.nz.
HOW TO DEAL WITH TOXIC EMPLOYEES, BULLIES AND AVOID DAMAGES CLAIMS
WAIPUNA LODGE, 9.00AM TO 4.00PM.
ANN ANDREWS speaking on Performance Management
MICHAEL SMYTH - speaking on The legalities and avoid damages claim
JANICE DAVIES - speaking on The victim and bully traits.
Be quick to reserve your space.
http://www.approachablelawyer.com/Page/workshop/1967
BULLIES BEGONE
Why bullying at school is creating problems with our economy and how to fix it
Bullied at high school, it took me twenty years to realise its impact and get back on track in life. Both my daughters were bullied at high school as well. One received text death threats and this was solved with taking the telephone to the police. The other was the recipient of physical abuse from a group of girls and this was solved with changing schools. Whilst both daughters are now qualified and working in their dream careers, bullying at school can have a longer term impact on people’s lives and the success of New Zealand as a world economy.
How bullying impacts our economy
A recent report published by Massey University reveals that New Zealand has some of the highest rates of workplace bullying in the world illustrated by the fact that in the health, education, travel and hospitality sectors 18 percent of those surveyed had been bullied at work. The cost on the victim is immense and in my case cost me 20 years of my life, but there is also a cost on the organisation which permits the bullying behaviour and the bully.
For the organisations, bullying leads to employee disengagement which research shows means higher absenteeism, higher staff turnover costs and lower sales (estimated by the Best Places to Work Survey as being 60% less than a fully engaged workplace). For the bully, failing to deal adequately with their behaviour denies them the opportunity to grow into great leaders. It should come as no surprise therefore that these problems start at a young age when the bully is at school. With truancy on the rise it’s vital to cull the bullying so victims like my daughters are not wagging school to be safe.
School bullying and how to fix it
It is easy to think of school bullying as occurring between pupils only, but let’s not forget that teachers can be victims too, whether that arises from being bullied by another teacher or even one of their students. Therefore different strategies need to be adopted to deal with each situation.
One Manurewa East primary school principal, who completed his masters in the UK focussing on bullying, used his research to solve the school’s problem of bullying between pupils. He introduced compulsory sport in the last half hour of lunch breaks, which research proved was the time most bullying occurred. Not every student likes maths, or reading but it was still part of the curriculum so he introduced compulsory lunchtime sport. Students are kept busy and have no energy to bully others.
That strategy tackles one cause of the problem – boredom by pupils. However, in the workplace boredom is unlikely to be the issue and rather, the Massey report suggests that a primary driver of the problem is a lack of leadership skills within an organisational culture which tolerates bullying behaviour. So if there is a problem of bullying in the workplace (including between teachers) then a different approach needs to be taken.
Start with the culture
In any organisation, the starting point is to look at the culture to see whether it tacitly encourages or actively discourages bullying behaviour. Let’s not forget that our teachers of today were our pupils of yesterday. Similarly our current business leaders, managers and employers also were the pupils of yesterday. A person who grew up in a school environment which allowed him or her to engage in bullying behaviour is more likely to carry that trait forward into adulthood and into the workplace.
Schools therefore must adopt a zero tolerance bullying culture which encourages pupils to work in teams not cliques, creates respect amongst students and most importantly builds confidence and self esteem within individuals. Some classroom strategies include:
• Creating anti bullying zone in class and school
• Art class – making ‘anti-bullying posters, creating dream (goals) posters
• Education about good, bad, happy, angry, scared, fearful, exciting, sad feelings and their appropriate actions
• Educating about feeling good by positive actions (create rewards and certificates)
• Teaching and boosting self esteem with genuine compliments (start a give a compliment day)
• Rotate students seating and include group work to constantly create new teams
• Boost self-esteem by more ‘up the front’ presentations
• Start a new set of positive classroom rules with input by teachers and students
• Including books, DVD’s and posters for further education.
With that culture in place, the school then needs to have systems and processes in place for dealing with bullying complaints which allow victims to reach out for help without making the situation worse for them. Such processes shouldn’t focus solely on relationships between students but incorporate the relationships of student and teacher and teacher and teacher, anticipating that there may be situations where it is the teacher than is being bullied by the student.
As this problem increases a teacher needs to revert to use assertive phrases “I can understand how you are feeling” or similar to let the student understand they are being listened to valued and continue communicating with follow up discussions planned. However, step two if you ‘intuition’ or ‘gut reaction’ is to that physically danger is imminent, remove yourself with phrases like “I'll go and find someone else we can discuss this with” or similar. If personal safety factors are a major concern rearrange the room so your desk is close to an exit.
Next fix the people.
The key strategy when dealing with the victim and the bully is raising their level of self-esteem. After its impact on myself and family, it’s my life mission to improve the awareness of self-esteem, hence the annual mid-year Selfday – International Self Esteem day. Free tips, downloads, Eposters are available for download on www.internationselfesteem.com and visit the bully page for additional information.
Another concept is a Friday afternoon or Monday morning session in the classroom designed to re-enforce self-esteem, achievements, goals and steps for present and future successes. It includes encouraging pupils to use phrases such as:
• I am great because …
• Today I achieved …
• I felt good because …
• Next week I will try …
• I wish that …
These have been compiled into a one page Success Journal which can be downloaded and copied weekly from http://www.attitudespecialist.co.nz/school-coaching.htm.
For both bully and victim, lessons in leadership are vitally important. Study great leaders and encourage pupils to identify different leadership styles and whether each style is effective in bringing the best out of the team and the individual. It is a sad fact that many people entering industry today are ill equipped to take leadership roles and when promoted into those positions leave a trail of destruction behind them.
Education goes further than the curriculum.
Teachers have long known that by educating our children through the school curriculum we create adults who have the intellectual minds to tackle the problems of the future. However, the Massey report identifies that where New Zealand is falling short amongst its global counterparts is in the area of emotional intelligence and effective leadership which are the antitheses to bullying. Development of those skills starts at school.
After working in education systems from pre-school to tertiary and understanding some of its complexities, it’s vital that bullying is addressed. Students are failing because of its impact. Behaviour in society is reflected in our schools and I have joined forces with a performance management expert Ann Andrews and lawyer Michael Smyth to stamp out bullies. Help us to make a difference with our survey invitation below.
What are your views on bullying and how it can be fixed?
We would like you to take part in a short 5-10 minute survey on bullying. To take the survey, go to www.surveymonkey.com/s/nobullies
Janice Davies is The Attitude Specialist, who teaches people to be positive and empower themselves. As a Professional Speaker, Success Coach and author Janice educates people at conferences, workshops and through books. Janice is the founder of the global movement International Self Esteem awareness day.. Janice has online complimentary articles, tips, E-courses, E-posters products on attitude, self-esteem goals, stress, happiness, relationships and more. Visit http://www.attitudespecialist.co.nz.
Monday, April 26, 2010
Mould Baby Boomers, Gen X, Y and Z into a Safe Team.
What can Baby Boomers and Gen X pass onto Gen Y and Z to help improve workplace safety and are they listening? And what can Gen Y teach baby boomers?
Sometimes it’s a challenge to decide which generation you slot into and where your co-workers slot into the workforce as well. Baby Boomers post war babies are now middle age and entering senior years. In the economy, many are now retiring and leaving the labour force. Gen X is the generation born after the baby boom ended ranging from 1961 to the 1981. Then Gen Y applies to those born in between the dates of 1982 and June 1995, followed by Generation Z people born between the mid-1990s and the late 2000s.
One generation of employees exhibits maturity and steadfast loyalty, following the safety rules onsite. Meanwhile the workers of a younger generation who show brilliance and application have an exit strategy if boredom or dissatisfaction sets in, and are less likely to follow the safety rules.
Generation Y and Z have been a product of the self-esteem movement that baby boomers and Gen X did not have. Some of the baby boomers may have instilled it when they became parents to their children, who are now the same age group of workers they are experiencing challenges with.
Generally, it is the baby boomers and Gen X managing the safety of the site and trying to instill it in these younger workers. Every body responds to praise, although some people ‘shove’ it off as part of the job and not recognize a compliment. However, it is still important to give praise when it’s due. A manager, who can work this way, will be shown respect from others.
Often face to face communication hasn’t been established at a satisfactory level with the Gen Y’s and Z’s because of the computer age, mobile phones and other technology that is part of today’s society. However, when communicating safety issues, a good solution is to acknowledge at the commencement of a meeting or training that in their personal life text messages, language and modern methods of technological communication is great, but in their work life they need to use commonly understood communication which is either face to face or written.
This is acknowledging the differences that people are now experiencing and in essence showing some form of respect for that, but moulding the work force together as a team.
A manager who invites the members for input into conversations answering their queries and explaining some of the reasons behind the safety issues, helps to make them feel involved and creates the camaraderie and respect which some may have not experienced.
Teaching anything technical is still paramount and after explaining something to them, get them to demonstrate with ‘hand’s on learning and coach them through the process to get them involved.
Individual coaching of a device is another way to teach, as they want to learn, even if bravado is the face they showing. Gen Y and Z’s in spite of everything want to achieve and receive praise for a job well done and self respect is sometimes a missing key to their former learning.
Manage a young worker every single day and think of yourself as a coach. Check in and help prioritise, teach tricks, and steer their path as they want mentoring, teamwork and responsibility. Just be sure to give them work that is challenging enough to them to warrant daily input and paint a picture of when they mastered this task for a set time, there is something else they can work to achieve.
Baby boomers and Gen X’s need to realise the younger employees’ maybe short-term workers. One of the most notable characteristics is that they will switch jobs over the course of their careers more than any generation before them. Share their future in the company so they can understand there is a career path and you are likely to entice them to stay longer.
Understand they are not like your generation and never will be. Also a great reminder is that it was adults that started this technological revolution and this younger generation are the by-product. It’s not their fault and it is the evolution of society.
On the flip side the Gen Y and Z’s can teach others how to use technology. It has been and remains an integral part of their daily lives. With a whole generation addicted to it, you can’t ignore it and baby boomer lifestyle is not going to dominate the office forever. So start up conversation and be brave enough to ask for help and in lay-man’s language. Generally, they will be happy to be the teacher.
.
Sometimes it’s a challenge to decide which generation you slot into and where your co-workers slot into the workforce as well. Baby Boomers post war babies are now middle age and entering senior years. In the economy, many are now retiring and leaving the labour force. Gen X is the generation born after the baby boom ended ranging from 1961 to the 1981. Then Gen Y applies to those born in between the dates of 1982 and June 1995, followed by Generation Z people born between the mid-1990s and the late 2000s.
One generation of employees exhibits maturity and steadfast loyalty, following the safety rules onsite. Meanwhile the workers of a younger generation who show brilliance and application have an exit strategy if boredom or dissatisfaction sets in, and are less likely to follow the safety rules.
Generation Y and Z have been a product of the self-esteem movement that baby boomers and Gen X did not have. Some of the baby boomers may have instilled it when they became parents to their children, who are now the same age group of workers they are experiencing challenges with.
Generally, it is the baby boomers and Gen X managing the safety of the site and trying to instill it in these younger workers. Every body responds to praise, although some people ‘shove’ it off as part of the job and not recognize a compliment. However, it is still important to give praise when it’s due. A manager, who can work this way, will be shown respect from others.
Often face to face communication hasn’t been established at a satisfactory level with the Gen Y’s and Z’s because of the computer age, mobile phones and other technology that is part of today’s society. However, when communicating safety issues, a good solution is to acknowledge at the commencement of a meeting or training that in their personal life text messages, language and modern methods of technological communication is great, but in their work life they need to use commonly understood communication which is either face to face or written.
This is acknowledging the differences that people are now experiencing and in essence showing some form of respect for that, but moulding the work force together as a team.
A manager who invites the members for input into conversations answering their queries and explaining some of the reasons behind the safety issues, helps to make them feel involved and creates the camaraderie and respect which some may have not experienced.
Teaching anything technical is still paramount and after explaining something to them, get them to demonstrate with ‘hand’s on learning and coach them through the process to get them involved.
Individual coaching of a device is another way to teach, as they want to learn, even if bravado is the face they showing. Gen Y and Z’s in spite of everything want to achieve and receive praise for a job well done and self respect is sometimes a missing key to their former learning.
Manage a young worker every single day and think of yourself as a coach. Check in and help prioritise, teach tricks, and steer their path as they want mentoring, teamwork and responsibility. Just be sure to give them work that is challenging enough to them to warrant daily input and paint a picture of when they mastered this task for a set time, there is something else they can work to achieve.
Baby boomers and Gen X’s need to realise the younger employees’ maybe short-term workers. One of the most notable characteristics is that they will switch jobs over the course of their careers more than any generation before them. Share their future in the company so they can understand there is a career path and you are likely to entice them to stay longer.
Understand they are not like your generation and never will be. Also a great reminder is that it was adults that started this technological revolution and this younger generation are the by-product. It’s not their fault and it is the evolution of society.
On the flip side the Gen Y and Z’s can teach others how to use technology. It has been and remains an integral part of their daily lives. With a whole generation addicted to it, you can’t ignore it and baby boomer lifestyle is not going to dominate the office forever. So start up conversation and be brave enough to ask for help and in lay-man’s language. Generally, they will be happy to be the teacher.
.
Thursday, April 15, 2010
Workplace Bullying Television interview
Workplace Bullying has hit NZ news.
Here is my TVNZ interview.
Click on the link and check what I had to say.
http://tvnz.co.nz/search/ta_ent_search_tv_skin.xhtml?q=Janice+Davies&sort=date%3AD%3AS%3Ad1&submit.x=40&submit.y=13
Workplace Bullying affects by Self Esteem
Self Esteem and Bullying Affects Workplace Performance
In the land of tall poppies, it appears self esteem issues has raised its ugly head in our professional life in the work environment.
Additionally, during this ‘r’ time, as people and businesses are facing work redundancies, loss of business and other factors, people need to concentrate to remain confident in their own abilities as they and refocus their future. Albeit, they need to remind themselves they did not cause the recession and maintain their level of high esteem as they seek positive solutions during this time of challenge, through motivation and a positive attitude.
With NZ’s present suicide rates high and our steady decline of personal responsibility, sense of achievement and purpose, esteem is also affecting the professional lives of New Zealanders.
Human nature wants acceptance and appreciation in relationships which results in people ‘feeling good’. Unfortunately many people have not learnt an optimistic way to establish and create this and negative soul destroying bullying type of relationships are formed.
If it is un-encouraging at home, it filters to school and eventually into our workplaces It shows up as negativity, underperformance, bulling and other under achieving behaviour that is wasting the wages the employee is being paid and those they influence.
Additionally, a person who is bullying wants to feel good, be recognized and powerful at no matter what cost. They do it at the expense of another employee which accounts for two employees not working at their full potential.
Bullies have low self esteem. They may not portray that, but inside there is a person who wants to be accepted and loved, who doesn’t know any other way and so they become very clever. They find a vulnerable spot of a person and wedge their thought and ideas onto the person subtly and skillfully, often without the awareness by the second party it is taking place. People who once had confidence often may not realise what is occurring, except whereas once they felt confident in themselves and okay, they are now losing or have lost their confidence and feeling inadequate and dreading going to work.
In most cases, once a person realises they are being bullied, they usually seek resolution with the appropriate department heads or boss. Often this does not occur except further analysis and examination of the bullying situation, which re-enforces the bully’s power and has the opposite affect on the victim. Consequently they leave and the bully is waiting for its next prey.
If every few months you require a replacement employee in a certain department, it could be indicative there is a bully around who displays their destructive behaviour until either the new replacement is manipulated or leaves.
Some symptoms of low esteem
1. Lacking coincidence to learn, make sales or try a new role
2. Negative attitude, complaining and criticising others.
3. Overbearing or autocratic team player
4. Focuses on others problems rather than being responsible for their own
5. Quiet, shy employees who lack confidence
6. Egotistical employee who belittles bullies others
With over forty workshops during the past three years, one of the biggest learning curve for majority of people has been around the issue of self-esteem and unfortunately the most consistent bullying is done by women to women. However, once identified the problem has been half solved with additional counseling sought to re-establish the confidence of the person on the receiving end of the bullying and educate them that if it was not them it would be another person.
On the upside is high esteem. People who establish win/win supportive relationships where they help others, offer advice when asked, set goals are willing to learn, team players who generally help others but not at their own expense.
These people can become employees involved in mentor /mentee relationship and can assist educate them to be empowered, which is the single biggest factor that any human can do for another.
In homes, schools and in the community and workplaces, to create a new psyche in New Zealand, education is needed to improve the low esteem level of many New Zealanders.
Not a job to be taken lightly, for those whose self esteem is intact it may well be because the influence of people in their past.
Albeit a family member, sports coach, friends, strangers or managers who have what I phase ‘shoulder-tapped’ others to have the confidence to learn and succeed, are effectively angels or change agents in disguise. They encourage people to try something new which boosts their esteem and kick starts them to live life positively.
In the land of tall poppies, it appears self esteem issues has raised its ugly head in our professional life in the work environment.
Additionally, during this ‘r’ time, as people and businesses are facing work redundancies, loss of business and other factors, people need to concentrate to remain confident in their own abilities as they and refocus their future. Albeit, they need to remind themselves they did not cause the recession and maintain their level of high esteem as they seek positive solutions during this time of challenge, through motivation and a positive attitude.
With NZ’s present suicide rates high and our steady decline of personal responsibility, sense of achievement and purpose, esteem is also affecting the professional lives of New Zealanders.
Human nature wants acceptance and appreciation in relationships which results in people ‘feeling good’. Unfortunately many people have not learnt an optimistic way to establish and create this and negative soul destroying bullying type of relationships are formed.
If it is un-encouraging at home, it filters to school and eventually into our workplaces It shows up as negativity, underperformance, bulling and other under achieving behaviour that is wasting the wages the employee is being paid and those they influence.
Additionally, a person who is bullying wants to feel good, be recognized and powerful at no matter what cost. They do it at the expense of another employee which accounts for two employees not working at their full potential.
Bullies have low self esteem. They may not portray that, but inside there is a person who wants to be accepted and loved, who doesn’t know any other way and so they become very clever. They find a vulnerable spot of a person and wedge their thought and ideas onto the person subtly and skillfully, often without the awareness by the second party it is taking place. People who once had confidence often may not realise what is occurring, except whereas once they felt confident in themselves and okay, they are now losing or have lost their confidence and feeling inadequate and dreading going to work.
In most cases, once a person realises they are being bullied, they usually seek resolution with the appropriate department heads or boss. Often this does not occur except further analysis and examination of the bullying situation, which re-enforces the bully’s power and has the opposite affect on the victim. Consequently they leave and the bully is waiting for its next prey.
If every few months you require a replacement employee in a certain department, it could be indicative there is a bully around who displays their destructive behaviour until either the new replacement is manipulated or leaves.
Some symptoms of low esteem
1. Lacking coincidence to learn, make sales or try a new role
2. Negative attitude, complaining and criticising others.
3. Overbearing or autocratic team player
4. Focuses on others problems rather than being responsible for their own
5. Quiet, shy employees who lack confidence
6. Egotistical employee who belittles bullies others
With over forty workshops during the past three years, one of the biggest learning curve for majority of people has been around the issue of self-esteem and unfortunately the most consistent bullying is done by women to women. However, once identified the problem has been half solved with additional counseling sought to re-establish the confidence of the person on the receiving end of the bullying and educate them that if it was not them it would be another person.
On the upside is high esteem. People who establish win/win supportive relationships where they help others, offer advice when asked, set goals are willing to learn, team players who generally help others but not at their own expense.
These people can become employees involved in mentor /mentee relationship and can assist educate them to be empowered, which is the single biggest factor that any human can do for another.
In homes, schools and in the community and workplaces, to create a new psyche in New Zealand, education is needed to improve the low esteem level of many New Zealanders.
Not a job to be taken lightly, for those whose self esteem is intact it may well be because the influence of people in their past.
Albeit a family member, sports coach, friends, strangers or managers who have what I phase ‘shoulder-tapped’ others to have the confidence to learn and succeed, are effectively angels or change agents in disguise. They encourage people to try something new which boosts their esteem and kick starts them to live life positively.
Bullying creates self esteem challenges
Bullying create Self Esteem Challenges
Janice Davies – Attitude Specialist
Feeling powerful is one of the characteristics of bullies. They feel great when they see another person cringe after they have challenged them either verbally, emotionally or physically and this can even stretch to spiritually.
Bullies use their actions in these ways to make themselves feel good. The other party
feels intimidated, threatened or other negative ways. They will succumb to the
demands of the bully to keep the peace and stop the present teasing or antagonism. This leaves them feeling un-empowered, guilty, uncomfortable, angry and other negative emotions.
Bullies don’t care how you feel, they just care that they get their way. Bullies are only concerned about their own feelings and they’re false sense of power.
You’ll find bullies in personal or professional lives. They can be the boss, co-worker, customer or in one’s personal life, the parent, partner or at school, the children causing the fights, or in today’s society sending the threatening text or email.
Bullies are people who have not learnt in their life about how to create good relationships. In the first five to seven years of our life, people’s values about life and ‘how it works’ are formed. If they’ve experienced challenging negative relationships, that’s all they know. They don’t know how to express themselves, work in a good team, show love and care for other people without playing verbal, emotional or physical games.
Bullies are people who have low self esteem and to make them feel good, need power over other people. This creates negative relationships at work and home life. However the person who is being bullied also has low self esteem. This creates a lose/lose type of relationship. Both people have not learnt interpersonal skills and personal development.
Until one person learns how to interact assertively, the bullying continues. Once the other party starts to learn techniques to empower themselves, the relationship starts to change.
To the disgust and anguish or anger of the bully, the other person they once bullied doesn’t react in the same way. The bully will continue trying the same techniques that once got them the reaction and power they wanted. If the person succumbs to the pressure and returns to their old behaviour, the bully has won. This is the recurring patterns in relationships at work and home.
The answer for the person who is being bullied is to un-entangle themselves from this power playing and negative style relationship and move forward in their life. In a work situation it can be as drastic as changing jobs, which many people do. In personal life it can create the same result of leaving relationships, unless both parties are willing to learn together with guidance how to create a positive life.
In either of the above situations, the learning person of the relationship starts to boost their self esteem and overcomes their self doubt learning to feel good about themselves. This is what life’s challenges are for, to prompt people to learn skills to overcome their hardships. Any negative feeling or emotion is an indication that something is not right and needs to be addressed. Sometimes there’s a lot of this negativity and the key is to ‘chip’ away slowly at the challenges. They need to learn to move forward in their life, with more positive thoughts and goals to use their gifts and passions to create their dream life for themselves. It’s everyone’s challenge and some people have mastered the technique and others don’t try.
It’s important for the person learning, to continue their personal growth, coaching or counseling to ensure they have an understanding about their past. It’s also important for this person not to feel guilty and forgive themselves so they can move forward positively in life.
In the work place I hold my Dealing with People and Tricky Situations public and in-house workshops and have Ebooks and manuals which help people understand their situation and empower them with skills to move forward. All the information in these products relate to both personal and professional life. Additionally, my Attitude Training and Online Success Coaching courses all assist and teach people skills to success in their personal and professional life.
Janice Davies – Attitude Specialist
Feeling powerful is one of the characteristics of bullies. They feel great when they see another person cringe after they have challenged them either verbally, emotionally or physically and this can even stretch to spiritually.
Bullies use their actions in these ways to make themselves feel good. The other party
feels intimidated, threatened or other negative ways. They will succumb to the
demands of the bully to keep the peace and stop the present teasing or antagonism. This leaves them feeling un-empowered, guilty, uncomfortable, angry and other negative emotions.
Bullies don’t care how you feel, they just care that they get their way. Bullies are only concerned about their own feelings and they’re false sense of power.
You’ll find bullies in personal or professional lives. They can be the boss, co-worker, customer or in one’s personal life, the parent, partner or at school, the children causing the fights, or in today’s society sending the threatening text or email.
Bullies are people who have not learnt in their life about how to create good relationships. In the first five to seven years of our life, people’s values about life and ‘how it works’ are formed. If they’ve experienced challenging negative relationships, that’s all they know. They don’t know how to express themselves, work in a good team, show love and care for other people without playing verbal, emotional or physical games.
Bullies are people who have low self esteem and to make them feel good, need power over other people. This creates negative relationships at work and home life. However the person who is being bullied also has low self esteem. This creates a lose/lose type of relationship. Both people have not learnt interpersonal skills and personal development.
Until one person learns how to interact assertively, the bullying continues. Once the other party starts to learn techniques to empower themselves, the relationship starts to change.
To the disgust and anguish or anger of the bully, the other person they once bullied doesn’t react in the same way. The bully will continue trying the same techniques that once got them the reaction and power they wanted. If the person succumbs to the pressure and returns to their old behaviour, the bully has won. This is the recurring patterns in relationships at work and home.
The answer for the person who is being bullied is to un-entangle themselves from this power playing and negative style relationship and move forward in their life. In a work situation it can be as drastic as changing jobs, which many people do. In personal life it can create the same result of leaving relationships, unless both parties are willing to learn together with guidance how to create a positive life.
In either of the above situations, the learning person of the relationship starts to boost their self esteem and overcomes their self doubt learning to feel good about themselves. This is what life’s challenges are for, to prompt people to learn skills to overcome their hardships. Any negative feeling or emotion is an indication that something is not right and needs to be addressed. Sometimes there’s a lot of this negativity and the key is to ‘chip’ away slowly at the challenges. They need to learn to move forward in their life, with more positive thoughts and goals to use their gifts and passions to create their dream life for themselves. It’s everyone’s challenge and some people have mastered the technique and others don’t try.
It’s important for the person learning, to continue their personal growth, coaching or counseling to ensure they have an understanding about their past. It’s also important for this person not to feel guilty and forgive themselves so they can move forward positively in life.
In the work place I hold my Dealing with People and Tricky Situations public and in-house workshops and have Ebooks and manuals which help people understand their situation and empower them with skills to move forward. All the information in these products relate to both personal and professional life. Additionally, my Attitude Training and Online Success Coaching courses all assist and teach people skills to success in their personal and professional life.
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