3 Responses

1. A couple of exercises
   I have an exercise you can play called ‘Joe Bailey’ – it explains the importance of asking questions and listening and not jumping to conclusions in a potential disciplinary situation. Email me if you’d like me to send it to you. It’s quite drawn out but you might be able to adapt it.

   In addition, I sometimes use a fun exercise to bring about a discussion on a topic – I ask the group ‘what do the following have in common with … subject area, e.g. handling disciplinary cases … Chemistry, Picasso, M25. It can be used for any topic and is usually quite good in getting the group to talk and gaining interest in the topic!

   Annah

2. Procedure
   Because of the legal implications of the correct procedure needing to be followed and it being in place before there is an issue, look at the ACAS web site for the procedure and then use the case study to check on what should and shouldn’t happen.

   Throw in some Disability Act training also and the problems with measuring performance. Also look at some of the case law on misconduct for some real life examples to bring colour and life to the session.

   http://www.limeone.com
   0870 240 4325

3. Make It Real
   I would support the training with real life examples (without betraying confidentiality). I often use scenarios and ask participants what they think they outcome was – then I talk through what actually happened and how the manager handled the situation. You need to select your cases to have a twist! That process usually reinforces the procedural element and also gives them an idea as to the challenges they will face.