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7 Tips To Help You Speak Up About Bad Behaviour

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7 Tips To Help You Speak Up About Bad Behaviour

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Bullying, bad behaviour, not appreciating or valuing behavioural differences and diversity within the workplace is still prevalent. For an individual or team member, it can cause major personal problems and trauma and often result in the person leaving the organisation. This then also impacts on the organisation. So what can you do if you or a colleague are the victims of bad behaviour? Here are 7 tips that may help the situation.

Bullying, bad behaviour, not appreciating or valuing behavioural differences and diversity within the workplace is still prevalent. For an individual or team member, it can cause major personal problems and trauma and often result in the person leaving the organisation. This then also impacts on the organisation. So what can you do if you or a colleague are the victims of bad behaviour? Here are 7 tips that may help the situation.

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7 Tips To Help You Speak Up About Bad Behaviour

  1. 1. 7 tips to HELP YOU SPEAK Nick Fewings, CEO Ngagementworks ABOUT BAD BEHAVIOUR UP
  2. 2. In business, bad behaviour towards another person is simply NOT ACCEPTABLE However it still goes on and is commonplace
  3. 3. Exit surveys consistently report that of those people who leave an organisation, approximately 70% leave due to… “A bad relationship with their boss or a colleague”
  4. 4. A phrase regularly heard said by people “If only I had spoken up” So why don’t we?
  5. 5. I’m fearful of what impact it’ll have on my career
  6. 6. In one word, we don’t speak up because of FEAR
  7. 7. What happens if you don’t speak up? NOTHING
  8. 8. So what can you do to help you SPEAK UP?
  9. 9. 7 TIPS THAT MAY HELP YOU
  10. 10. State specifically what the issue or problem is and how it has made you feel. Write it down on paper, if you know you might get emotional during a face to face meeting. #1. Specific
  11. 11. Remember, that what has happened and how it has made you feel, is based on your perception. The other person may have a different perception to you. #2. Perception
  12. 12. Choose an appropriate place and time to discuss the situation with the other person. #3. Environment
  13. 13. If it is a contentious issue that needs to be raised, consider the need for someone suitably qualified, to be at the meeting with you. #4. Arbitrator
  14. 14. Whilst it is difficult, try to keep things factual as opposed to emotional. Focus on the situation and behaviour of the person. #5. Keep Calm
  15. 15. Listen to what the other person has to say. On occasions, there is no right or wrong, just differences of opinion and behaviour. #6. Understand
  16. 16. Once you’ve explained the situation to the other person and listened to what they have to say, pledge to do something different moving forward, that works for each of you. Keep checking in with one another regularly, to ensure that your relationship has begun to move in a positive direction. #7. Pledge
  17. 17. S pecific P erception E nvironment A rbitrator K eep Calm U nderstand P ledge
  18. 18. Nick is an award-winningconference speaker, a highly-regardedglobal team development facilitator and creator of the Team DyNAmics Model of Team Engagement. Based in the UK. He is the CEO of Ngagementworks, a learning and development organisation that believes in the potentialfor success within each of us and has worked with teams in many houselhold- named companies in the UK, Europe, USA & Middle East. Nick engages individuals and motivates teams, helping them transform to achieve even greater success. Click here to read articles on personal, team and leadership development at Yours Behaviourally About Nick Fewings Click here to visit Ngagementworks Click here to find out how Team DyNAmics© can help your team become more engaged and effective You can also connect with Nick on Twitter LinkedIn or via email

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