Stamping out workplace bullying through positive leadership

Within workplaces a line needs to be established and communicated as to what is unreasonable behaviour. However, that’s easier said than done, when there’s continual public demonstration of bullying behaviour and poor body language.

So, when this is what everyday Australians are seeing as ‘normal’ what impact does it have on changing a bullying culture, and shaping leaders to be more empathetic?

According to Michael Plowright, CEO, Working Well Together, “It makes it harder and harder to get people to change, as what is considered ‘reasonable’ behaviour is subjective. Within workplaces a line needs to be established and communicated as to what is unreasonable behaviour. However, that’s easier said than done, when there’s continual public demonstration of bullying behaviour and poor body language.

“Watching the news reports there are plenty of examples of poor body language which if unmonitored could lead to bullying claims. We see people using their stature to intimidate others, people talking over each other continually raising their voice, or the eye-roll at the‘stupid’ question in a presser, and let’s not forget ‘blanking’ or the inappropriate comment accidently caught on camera”, says Michael.

Bullying is repeated behaviour not someone having a bad day

“Let’s be clear. Bullying is repeated, unreasonable behaviour that creates a risk to health and safety. One instance of poor behaviour can be put down to a bad day, a lapse in judgement, or a cleverly planned message. Often it may be followed up by an apology. This is common and not bullying, just an instance of poor behaviour.

“In business we need to be focused on the repeated pattern of behaviour that transforms into workplace bullying claims from frustrated, unsupported, and intimidated employees.

“Being on the receiving end of poor body language and abrasive behaviour gives us a message that can create and set off anxiety. It will likely be slight anxiety at first, but that anxiety increases as we continue to experience this behaviour. We begin taking away messages from this abrasive behaviour including don’t come back and annoy me or they really think I am stupid. These are common responses that employees identify from thatabrasive behaviour.” said Michael.

Turning negative body language around in line with your values and legislation

Ensuring a productive workplace with effective leadership is vital to your business success. Not to mention that all businesses need to comply with Fair Work and Health and Safety legislation, so a zero bullying policy is a must.

Michael comments: “The way you handle bullying claims should meet both your legislative requirements as well as your values, which may mean providing employees with tools and coaching to support them to turn around poor body language and behaviours.

It’s time to have a conversation

People can change their behaviour but most of the time need support to do so.

“Firstly, you need to ensure that the abrasive leader is aware of their not-so-subtle body language and behaviour. Their body language has been developed over a lifetime and they are likely oblivious to their behaviour and its impact on others. You need to be upfront and have a conversation with the individual, citing specific examples.

“Only then can real learning start and you can help them develop alternate strategies to cope with and express their emotions. Coaching from a third party is often the catalyst forchange, as people feel less attacked or embarrassed with someone they don’t know.

Michael also said “Remember, that an inability to change behaviour can continue to have negative consequences in your workplace, so set consequences for employees should theychoose not to change.”