Role of Education &
Training in combating
Workplace Bullying
Anne Sutherland-Kelly
Mediator
Director, Next Level Learning
...
my perspective
3 hats
 Practitioner: Mediation practice
 from early intervention
 to VCAT
 Consultant: organisational ...
Focus
 Role of education and training in combating workplace
bullying
 What type of education & training makes a differe...
Challenge
Do we currently have a system in which:
 Most of behaviour reported as bullying, is not bullying?
and
 Most bu...
 If so, do approaches to training & education contribute
to this dysfunction in the system?
 Can we combat bullying more...
Yes
copyright 2014 Anne Sutherland-Kelly
6
Role of education & training
Education and training are
vital
and
not enough
copyright 2014 Anne Sutherland-Kelly 7
To combat bullying behaviour
education & training need to be integrated with
 leadership development
 culture
 systems
...
Role of education and training
Threshold questions:
 What is the purpose of the intervention?
 What type of education an...
Purpose
Change culture
Change behaviour
Increase skills
Inform, educate about policies, procedures, law
copyright 2014 Ann...
Types of training & education
Information &
knowledge
skills
Self-
development
copyright 2014 Anne Sutherland-Kelly 11
Types of training & education
knowledge
• policies
• procedures
• legislation
• rules
skills
• communication
• conflict re...
Types of training, education
 Combating workplace bullying, that is, changing
behaviour, requires training that meets all...
Types of training & education
information &
knowledge
skills
self-
development
copyright 2014 Anne Sutherland-Kelly 14
Integrated approach to combat
bullying
leadership
Education
& training
culture
Systems
copyright 2014 Anne Sutherland-Kell...
Leadership & culture are key
 Research supports the influence of authority figures on
bullying behaviour
 2012 study of ...
culture
Cultural norms
stronger motivators than
rules
copyright 2014 Anne Sutherland-Kelly
17
Relationship between culture and
behaviour
culture = behaviour + systems
culture change = behavioural change in a critical...
ME
Resilience at 3 levels
MEYOU
US
US
US
US
ME YOU
USUS
USUS
copyright 2014 Anne Sutherland-Kelly 19
Creative cycle
behaviour
culture
behaviour
copyright 2014 Anne Sutherland-Kelly 20
“it’s the way we do things around here”
Barbara Filner
copyright 2014 Anne Sutherland-Kelly 21
Why does this work?
 Human beings are highly adaptive and strongly driven
by self-interest
 Bullying behaviour changes f...
Bullying thrives when:
 leaders/culture overtly or covertly condone
 leaders/culture are ignorant or willfully blind
 l...
Example integrated approach
 Results of survey indicate 40% of respondents report
experiencing bullying; 60% report witne...
Example integrated approach
 600 leaders & managers in health sector participated in
integrated education & training prog...
the risk:
Increased information and education about bullying
policies and legislation
without
Culture change
 May result ...
Conclusion
Education and training vital and powerful intervention
when integrated with:
 Leadership: leaders `walk the ta...
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Anne Sutherland-Kelly - Next Level Learning Pty Ltd - The role of education and training in combating workplace bullying

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Anne Sutherland-Kelly delivered the presentation at 2014 Workplace Bullying Conference.

The Workplace Bullying Conference 2014 focused on the effects of the legislative changes to date and on implementing practical policies and programs for bullying prevention.

For more information about the event, please visit: http://www.informa.com.au/workplacebullyingevent14

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Anne Sutherland-Kelly - Next Level Learning Pty Ltd - The role of education and training in combating workplace bullying

  1. 1. Role of Education & Training in combating Workplace Bullying Anne Sutherland-Kelly Mediator Director, Next Level Learning Workplace Bullying Conference 21, 22 May 2014 Melbourne
  2. 2. my perspective 3 hats  Practitioner: Mediation practice  from early intervention  to VCAT  Consultant: organisational interventions including learning & development programs (Next level Learning)  Academic (Australian Centre for Justice Innovation, Monash University, Law) copyright 2014 Anne Sutherland-Kelly 2
  3. 3. Focus  Role of education and training in combating workplace bullying  What type of education & training makes a difference? copyright 2014 Anne Sutherland-Kelly 3
  4. 4. Challenge Do we currently have a system in which:  Most of behaviour reported as bullying, is not bullying? and  Most bullying is not reported? copyright 2014 Anne Sutherland-Kelly 4
  5. 5.  If so, do approaches to training & education contribute to this dysfunction in the system?  Can we combat bullying more effectively with well designed training interventions? copyright 2014 Anne Sutherland-Kelly 5
  6. 6. Yes copyright 2014 Anne Sutherland-Kelly 6
  7. 7. Role of education & training Education and training are vital and not enough copyright 2014 Anne Sutherland-Kelly 7
  8. 8. To combat bullying behaviour education & training need to be integrated with  leadership development  culture  systems copyright 2014 Anne Sutherland-Kelly 8
  9. 9. Role of education and training Threshold questions:  What is the purpose of the intervention?  What type of education and training? copyright 2014 Anne Sutherland-Kelly 9
  10. 10. Purpose Change culture Change behaviour Increase skills Inform, educate about policies, procedures, law copyright 2014 Anne Sutherland-Kelly 10
  11. 11. Types of training & education Information & knowledge skills Self- development copyright 2014 Anne Sutherland-Kelly 11
  12. 12. Types of training & education knowledge • policies • procedures • legislation • rules skills • communication • conflict resolution • giving feedback • change management • manager as coach self- development • resilience • leadership copyright 2014 Anne Sutherland-Kelly 12
  13. 13. Types of training, education  Combating workplace bullying, that is, changing behaviour, requires training that meets all 3 needs  Increased information & knowledge is unlikely to change behaviour  Information & knowledge combined with skills and self- development can make a difference copyright 2014 Anne Sutherland-Kelly 13
  14. 14. Types of training & education information & knowledge skills self- development copyright 2014 Anne Sutherland-Kelly 14
  15. 15. Integrated approach to combat bullying leadership Education & training culture Systems copyright 2014 Anne Sutherland-Kelly 15
  16. 16. Leadership & culture are key  Research supports the influence of authority figures on bullying behaviour  2012 study of male adolescent football players, “strongest predictor was the perception of whether the most influential male in a player’s life would approve of the bullying behaviour”  2012 SSA report, “senior leaders and managers must lead in modelling the behaviours consistent with the organisation’s values – authenticity is crucial” copyright 2014 Anne Sutherland-Kelly 16
  17. 17. culture Cultural norms stronger motivators than rules copyright 2014 Anne Sutherland-Kelly 17
  18. 18. Relationship between culture and behaviour culture = behaviour + systems culture change = behavioural change in a critical mass of the population + supportive systems copyright 2014 Anne Sutherland-Kelly 18
  19. 19. ME Resilience at 3 levels MEYOU US US US US ME YOU USUS USUS copyright 2014 Anne Sutherland-Kelly 19
  20. 20. Creative cycle behaviour culture behaviour copyright 2014 Anne Sutherland-Kelly 20
  21. 21. “it’s the way we do things around here” Barbara Filner copyright 2014 Anne Sutherland-Kelly 21
  22. 22. Why does this work?  Human beings are highly adaptive and strongly driven by self-interest  Bullying behaviour changes fast when  Authority figures (includes formal & informal leaders) model contrary behaviour & bullying attracts disapproval, less respect  Contrary to the cultural norm (not just the espoused rules)  negative social consequences copyright 2014 Anne Sutherland-Kelly 22
  23. 23. Bullying thrives when:  leaders/culture overtly or covertly condone  leaders/culture are ignorant or willfully blind  lack of negative social consequences for bullying behaviour  when exposed, bullying is individualised – perpetrators are characterised as `bad apples’ and the system is exonerated  Cf: current initiatives in Defence copyright 2014 Anne Sutherland-Kelly 23
  24. 24. Example integrated approach  Results of survey indicate 40% of respondents report experiencing bullying; 60% report witnessing bullying  Recommended integrated approach including:  Leadership development training for senior executives  Coaching  Manager as Coach training  Conflict coaching training for some segments of management & staff  Review of policies and procedures  watch this space … copyright 2014 Anne Sutherland-Kelly 24
  25. 25. Example integrated approach  600 leaders & managers in health sector participated in integrated education & training programs. In evaluation conducted 3 months after completion of programs, participants reported:  Improved ability to provide timely constructive feedback 92%  Improved working relationships & teamwork 92%  Improved communication 96%  Improved productivity of team 84% (CLE Consulting) copyright 2014 Anne Sutherland-Kelly 25
  26. 26. the risk: Increased information and education about bullying policies and legislation without Culture change  May result in misuse of policies and increased masking of actual bullying copyright 2014 Anne Sutherland-Kelly 26
  27. 27. Conclusion Education and training vital and powerful intervention when integrated with:  Leadership: leaders `walk the talk’  Culture: cultural norms result in negative social consequences for bullying  Training: learning and development approach provides education fit to purpose at 3 levels: information; skills; self-development  Systems: systems aligned with values and desired behaviours eg, performance review; remuneration; grievances; conflict management … copyright 2014 Anne Sutherland-Kelly 27

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