Workplace Bullies & Disruptive Behavior: How to Spot It, What to Do About It
Workplace bullies do severe damage to the individuals they bully and the companies where they work. A culture that makes civility and respect a high priority can help eliminate and control these behaviors.
Workplace bullies demonstrate a serious lack of social and emotional intelligence. They lack the skills of self-management, stress management and empathy. They do severe damage to the individuals they bully and the companies where they work. In a 2008 study conducted by the Society for Human Resource Management (SHRM) and the Ethics Resource Center of Arlington, VA., 57 percent of the 513 participants confirmed that they had witnessed “abusive or intimating behavior toward employees,” not including sexual harassment.
Tune in to this highly-informational webinar to explore how to identify and respond to repeated, unreasonable actions of individuals (or a group) directed towards an employee (or groups of employees). Actions which can create a risk and are intended to intimidate, degrade, humiliate, or undermine the health and well-being of the employee(s). Steps in the right direction include prevention and education such as outlawing yelling, cruel comments, tantrums, threats, and intimation, and teaching what these behaviors look like.
Workplace bullying often involves an abuse or misuse of power. Bullying behavior creates feelings of defenselessness and injustice in the target and undermines an individual’s right to dignity at work. Companies must confront bullying behavior promptly.
An organizational culture that makes civility and respect a high priority can help. An organizational policy that describes behaviors that are not in alignment with the company culture are key to creating a culture of respect.
- Examples of Bullying
- Identifying Corporate Bullying
- Factors that Increase the Risk for Bullying Behavior
- How Bullying Affects People
- How Bullying Affects the Company
- How Bullying is Different from Harassment
- Examples of Disruptive Behaviors
- What Can Be Done About It
Human resource managers and personnel, all levels of leadership and anyone who trains for the company.
Honey Shelton has over 25 years experience as a training and quality improvement consultant for bankers. Most recently she was EVP for an independent Texas bank. Her responsibilities included managing the retail division, marketing, training and deposit growth. Over a half million bankers have participated in Honey’s programs. Her depth of knowledge, enthusiasm, and compelling personality has left a lasting mark on InterAction Training, the firm she founded in 1983.
Institute of Certified Bankers: Visit http://www.icbmembers.org/login.aspx for instructions regarding self-reporting. Estimated credits: 2.5 hours CBT. Applied: 2 (General) recertification hours with the Human Resource Certification Institute (HRCI).
Member price: $265.00 | Non member price $530.00
Member price: $280.00 | Non member price $560.00
Online: Visit the CBA Webinar Catalog
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