Opt for learning » workplace behaviour

Dealing with a difficult colleague

Coreen — Fri, 30 Jul 2010 12:05:26 +0000

During my work with organisations to repair the damage caused by unhealthy conflict at work, including formal grievances and allegations of “bullying”, I was struck by how many of these situations could easily have been avoided if the matter had been dealt with sooner. The importance of this came up in a Guardian Careers Live Q & A, Dealing with a difficult colleague on 28 July 2010, click below to view the full discussion.

Live Q & A: Dealing with a difficult colleague
Not getting on with your co-workers? Our panel will be coming online to talk about everything from confronting your boss and improving relationships with colleagues to the ins and outs of your legal rights

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Workplace behaviour that fits

Coreen — Thu, 10 Jun 2010 13:00:08 +0000

Cultivating a healthy workplace doesn’t mean a loss of corporate or team identity. Characteristics unique to the way of working, such as stress at times of high pressure are inevitable. Recognising this and creating a place for open discussion can prevent a pattern of disruptive conflict.

Create a common understanding of the behaviour that is acceptable in your workplace

Raise managers’ skills and confidence to manage interpersonal conflict quickly and effectively

Promote respect for personal and professional boundaries

Practice open communication

Recognising and resolving inappropriate workplace behaviour launched 8 June 2010 click here to read more in HR Magazine.

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Using the phrase “bullying” at work

Coreen Nugent — Wed, 28 Apr 2010 09:26:27 +0000

Welcome to Opt’s first blog post.

In the course of my work I interview all types of employee about their experiences of workplace behaviour. The disruption caused by the misuse of the term “bully” is an ongoing theme.

Misuse of the term “bully” can have a devastating effect on the organisation, individual workers and teams:

* A distraction from daily business
* Complex and time consuming investigations
* The impact of the decisions taken
* Rising levels of work related stress and high absence are just some examples.

Creating a workplace where workers are skilled and confident to raise their concerns early and informally, as well as improving their knowledge and understanding of the phrase “bullying at work” can go a long way towards preventing the real life scenario below:

“He made a wordy complaint in writing that I had bullied him. The company commissioned an investigation by an independent third party and they found no evidence whatsoever to support his allegations.

I had been responsible for advising his line manger on senior management’s decision. Basically, the guy was frustrated with the message and decided to vent this by accusing me, the messenger, of bullying. I had two meetings with this guy, no email or other correspondence, no telephone calls or personal contact and he accused me of bullying him.

I was really stressed out during the investigation, it’s not pleasant to be accused unfairly like that. I think I was the one being bullied for doing my job.”

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Here is an article written by Coreen Nugent on this theme in June 2009, titled “Workplace bullying: Top tips for tackling the problem” – click on the image :

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