5 Responses

1. Short vignettes
   Perhaps you could develop some group discussion or role-play activities based on these short vignettes.

   Your manager is repeatedly very critical of your work, criticisms which you feel aren’t justified.

   A more senior colleague makes comments and suggestions of a sexual nature which you find very embarrassing and intimidating.

   Your supervisor regularly expects you to take on extra work in addition to your existing work load, which is already very heavy.

   Your supervisor insists that you must work late this evening/every evening.

   You make a simple mistake at work and your supervisor reprimands you in a very abrupt and angry manner.

   Your supervisor (or colleague) frequently criticises you/your work in an open area in the presence of your colleagues and customers.

   Questions to consider could include:

   Why is the bully behaving like that?

   What effect is bullying/harassment likely to have on the individuals concerned?

2. Exercises
   Hi Sue
   Real examples are the best. From these you can explain the background, the intent of the comment or behaviour, how it was received and how both individuals reacted to the complaint. The problem with videos is that most of them are trite and the acting is poor. Email me (www.4sighttraining.com)if you need any help with examples.

3. Group work
   Hi Sue,
   Something that you may consider is asking the group to write down on slips of paper or post-it-notes, where they have personally experienced or know of instances where bullying or harassment has taken place, either with past employers or present. Ask them to do this anonymously, place the sceanrios into a hat/box.
   Next ask for 2 volunteers and pull out one of the scenarios (from the box)
   Candidates need to decide if they are A or B, A’s being the Manager/Supervisor/Collegue who is bullying/harassing other members of staff.
   B being the employee suffering from the above.
   I have used something similair and have allowed time outs (we use a bell that is placed centrally on the table so everyone has access) at any point during the role-play delegates can time-out and discuss what they would do in that particualir situation, questions they would raise, and so on..
   We then have a wash-up and general discussion about the role-play/exercise. I would recommend having at least 2 or 3 short role-plays with the suggestions from the group, ensuring eveyrone has taken part – getting them to put down their own experinces ensures the role-plays are allot more real, and not just a scenario plucke from thin air.
   Good luck and if you’d like to discuss this further please contact me at :-
   Bsparks@awtxglobal.com

4. watch out for the pitfalls
   Hi Sue
   please contact me I believe I can really help. I have been developing workshops on bullying awareness for over ten years and there are some real pitfalls you need to be aware of; too many to detail here.
   David Graves: Author FIGHTING BACK (overcomung bullying in the workplace)
   davidgraves@talktalk.net

5. the pitfalls
   Hi Sue
   Sorry my contact email should read

   davidgraves@talktalk.net

   David Graves