workplace bullying:
prevention through training, education & awareness
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The Conduct Change Model
(TM Pending)

 

In the old adage of "prevention is better than cure" this comprehensive development programme recognises the need for parallel development between individual behavioural change and shifting the culture in the organisation. 

 

Centred around the unique Conduct Change Model (TM pending), it is flexible enough to adapt for people at any level of the organisation, and we recommed the full immersion programme for business leaders and senior management.

  1. The Need for Change explores internal and external factors that contribute to acceptance of the need for change at both an individual and organisational level

  2. Bullying & Harassment Awareness* of the harmful effects of workplace bullying on both organisations and their employees, and different approaches to be implemented

  3. Emotional Intelligence: Start with your Self develops self awareness and emotional responsiveness, encouraging personal responsibility for behaviour and the creation of a reflective development plan

  4. The Healthy Organiation reaffirms employee wellbeing as a joint responsibility, taking into account individual habits alongside the need for organisationally led healthy working practices

  5. Emotional Intelligence: Connecting with Others explores connection, communication and collaboration, and how we impact on others.  

  6. Empathy in Conflict - Creating Psychological safety creates opportunities to put emotional intelligence into action through shifting perspectives, remaining objective, and using challenge for creativity and innovation

  7. Compassionate Culture where there is trust, value and respect, and everyone feels safe to speak up

  8. Dynamic Conduct Change keeping the momentum by planning for continuous, accountable and sustainable behavioural and cultural change

What can you expect to achieve?

  • Lead with greater emotional intelligence

  • Embed value driven, healthy working practices into strategy and practice

  • Save staff time and money on disputes through recognising and implementing early intervention and resolution approaches

  • Reduce sickness and absenteeism

  • Higher staff retention, reducing the costs of recruiting and replacement

  • Improve staff relationships and morale

  • Increase motivation, engagement and performance

  • Embed the essential foundations for a culture of positive challenge, creativity and innovation

  • Enhance the organisation’s reputation as an employer, attracting the best people

  

This programme has been accredited through the CPD Standards Office for 36 CPD hours for each attendee.

Delivery Options

Face to Face

The 8 day programme is delivered at your work premises (or an alternative agreed location),  and usually runs for 1 day per month for a maximum of 15 attendees.

Remote delivery

Each module is broken down into 2 sessions, or 1 session plus a written report, usually delivered across 2 days per month.

Face to Face/Remote delivery

The programme is delivered via 6 x half days remotely or Face to Face except Cyberbullying & Cybersecurity which is a 2 hour workshop plus e-learning modules

Contact us to discuss your requirements.

* Bullying Awareness is also available as a standalone workshop

additional options:

  • COACHING

Early intervention is about providing support processes for BOTH parties prior to moving into formal grievance and disciplinary processes.  Intensive one to one coaching programmes available as soon as the individual feels that they are being bullied, or have recently been made aware that they are considered to be a bully.  In addition our approach may be applied to situations where bullying or poor interpersonal relationships are believed to be adversely impacting performance, team and interpersonal dynamics.

 

The purpose is to allow each party to explore the impact of the experience, and to support their own personal and professional development and wellbeing, as well as to help achieve an overall business goal of improved communication and working relationships.

 

It should be stressed that this is NOT performance related coaching, although the work undertaken does inevitably contribute towards improved performance in the workplace.  It is also important to recognise that this is NOT designed to revisit or contribute to an investigation process.  It is an individually focused approach, with outcomes agreed with the coachees themselves.