Whilst we have clear roles assigned in the workplace, our perspective is shaped also by our knowledge, nature, experiences and beliefs. This can impact how we respond and view issues like workplace bullying.
What knowledge and experiences come to mind when you think of workplace bullying? Or even just more generally bullying. Write these down.
Now think about the BELIEFS that you have based on your knowledge and experiences... write these down starting each belief with "I believe that..." See if you can locate where that belief comes from by adding the word "because..."
If you don't know much or haven't had a lot of experience with bullying, reflect on how this may influence your beliefs and your overall perception of workplace bullying as an issue.
Locating our Roles
Once again reflect on your experiences in relation to workplace bullying. Now think about what right now your role is in relation to this issue. Write this down, there could be more than one. Also think about what emotion/meaning you might attach to this role.
See below for some inspiration...
I am a support person for a colleague/friend that is being bullied and find it hard to understand what they are going through.
I am an organisational advisor that is passionate about creating a thriving workplace culture where our people feel safe.
I am a leader who has a team member that is a bully and I feel responsible to manage this.
I am an ambassador for building awareness of workplace bullying and am inspired to support others to grow their knowledge.
I am on the receiving end of bullying and feel anxious and overwhelmed.
I am worried that I may have bullying behaviours towards others.
I have never had a role in relation to bullying and see it as a bit of a non issue.
Seeking to Understand
By ensuring the condition of 'psychological safety' is met we create the space for team members to share openly and from a place of vulnerability. This is a powerful enabler to addressing workplace issues like bullying . However the condition of safety being present is very much impacted by our own awareness as leaders of our own potential biases based on our perspectives. By taking a position of 'seeking to understand' we are able to focus on listening and understanding, rather then interpretating what this means to us based on our perspective - which could be limited and biased based on our knowledge, experiences, nature and beliefs. By suspending our own judgement to 'just listen', we are then able to explore our understanding of the perspectives of those involved. This will not only to assist those involved to explore their own perspective and disable there fear based anxiety response, it will also create the pathway for you to find a higher place of united meaning to guide forward action.
For example, for someone who is experiencing bullying and asking for help, seeking to understand this person's reality is going to be the critical starting point. Exploring their experience, disabling that 'survival brain' and finding out what is needed to move beyond where they are now.
Likewise if you are addressing bullying behaviour with someone, the person accused of bullying, seeking to understand their context from a genuine space is critical.
It is one thing to 'investigate' concerns, it is quite another to create the SAFETY for the person/s to explore their behaviour from a place of vulnerability. Yet this is essential to enable the most favourable outcomes for all involved.
Lightbulbs?
Share them with others in your workplace.
Coming up next week: Vulnerability the Enabler
We will uncover more lightbulbs of the up close and personal kind.
