How can you help clients overcome bullying in the workplace?

In situations where this is a consistent bullying problem, one needs to muster up the courage and confidence to stand for oneself OR take help in evaluating the root cause... was it something that was accidentally/mistakenly conveyed/misunderstood OR if it is a physiological insinuation. In either case, one needs to confront the workplace-bully and set boundaries. Take help from HR or Manager if this seems tough. If we are looking at dealing with Trauma, then consider professional help / therapy. Now, there are workplaces which do not outline solid policies to deal with such situations, for various reasons. Know that policy on Workplace Sexual Harassment covers this and it is a mandatory compliance for Indian corporates.

Bullying can be overcome by understanding and managing our emotions. Emotional Intelligence will help in keeping the triggers in our hands and dealing with the situation wisely.

I have a lot of childhood experience with bullying and I don't find myself being bullied as an adult. I do think it comes down to 2 key things. 1) What is your relationship like with yourself? If you don't have a strong relationship with yourself, it is challenging to set boundaries and be clear about what is and is not ok in the workplace 2) We all need to learn how to set proper boundaries. People don't have to like you. They also don't have to respect your boundaries. Boundaries are for you. They are a wall that other people will bump into and bounce off of. Ultimately it comes down to feeling safe enough to advocate for yourself.

I remind my clients that bullies are simply projecting their own insecurities and see you as a threat since they sense your potential. Workplace bullying and harassment take many forms. The bully could employ overt behaviors like physical intimidation, but subtler behavior is more likely. Bullying can include verbal intimidation, spreading rumors and gossip or constantly interrupting and talking over others. Every human just wants two things, to be HEARD and UNDERSTOOD. By asking them open ended questions and repeating back exactly what they said, they'll be calmer. Stay in control, ask good questions, repeat back what they said and then ask them how you can help them. This gives you the upper hand, opposed to starting an argument.

First and foremost, listen without judging, without even agreeing or disagreeing. Once client has spoken about it, in such instances, help client in identifying the situation, who, when, how and where. Client must be clear and concise, for him and her to be precise. Once client is absolutely certain and feel strongly about it, the next will be, helping in proceeding further. Give client the time, and maybe, it could take another coaching session as not to come on as pressuring the client. Once client is absolutely sure, and in accordance to the company policies, usually at HR department, the onus will be for the person in charge, on what action should be taken.

A client needs to take control of the situation. Knowing the options and consequences beforehand allows this to be possible. When one is in control they are more difficult to bully.

When workplace cultures lack support, respect, and psychological safety, these behaviors often persist and go unchallenged but with profound consequences for the mental and physical wellbeing of the individual. Your options are: 1. Talk to the bully and share how their behaviour is affecting you. Set boundaries. If this does not stop the bullying: 2. Talk to your manager and ask for their help. 3. Speak to Human Resources and find out about your options and how best to tackle this. 4. Share what's going on with your other colleagues and friends and family. Don't isolate yourself. 5. Get support from a coach to work on building your self-esteem, your self-confidence and help with communication and holding boundaries.

Always explore ??Be alert ??Have option 2 option 3 all.. ??Do logically ??Act mindfully Always always know your value and why of you working let no one bully you.

Confrontation can be difficult for certain communication preferences. Learning how to be assertive inside your preferred communication style is key in learning how to deal with others. If one prefers to avoid confrontation at all cost then an assertive commucation will look very different from one who has no problem addressing conflict. Both ends of the spectrum can handle the bullying issue, but in order to address the issue one must first know themselves and understand communication preferences. Once we understand our personal preferences determining a response to bullying becomes less stressful and feels more natural rather than forcing one’s self to respond in a manner that feels like what you should do rather than who you are.

Addressing bullying requires a multi-faceted approach, and as life coaches, our role is guiding clients through potential solutions. Whether it's taking the brave step of confronting the bully or leaning on organizational support, each choice comes with its nuances. Navigating workplace dynamics, understanding legal avenues, or even considering a career change might be essential. Preparing for the repercussions of each option is crucial. Bullying is a complex issue and while there isn’t a universal remedy, being equipped with a well-thought-out action plan can be a game-changer. Let's empower individuals to reclaim their peace.

As a life coach, it is crucial to assess the extent to which the individual has been impacted by bullying. If the effects are profound, leading the client into a psychological state requiring therapy, it becomes the coach's responsibility to recommend consulting a psychologist or psychotherapist. Life coach can proceed with coaching only when they find that the client is naturally resourceful.

In my experience this should be tackled with a multi-pronged approach: - coaching and development should focus on confidence-building and assertive communication skills - if an internal coach, ensure your organization has a solid anti-harassment, bullying, and incivility policy and be willing to apply it (not just lip service) - employees should understand their options and have a go-to person to support them in making that decision - support, support, support AND communicate, communicate, communicate - it can be scary and depleting for an individual to stand up for themself so constant communication is key to reassure them that they are not alone. I am a walking success story and so are my clients!

Bullying often triggers a internal fear resulting in the feeling of being bullied. Once these emotions are dealt with, it stops bothering you. It all depends on the context and the extent of the behaviour. Sometimes, ignoring it works. Other times, it is important to take steps to mitigate the problem. Whatever the case may be, dealing with bullying starts with dealing with our own fear.

One thing I found helpful is asking clients to identify past challenges and through a series of probing questions, help the to peel away the layers to parse out all the techniques and strategies that they employed to maneuver themselves out of that space. We then identify which of these techniques would be useful in this situation as well as available resources including a support system that can be there for them. This strategy helps clients to see that they are already bringing solutions to the table and are capable of overcoming this challenge as well, with the right supports in place, inclusive of speaking to a manager, mediations, etc.

Accepting the feelings of the victim is the first step in building resilience. Bullying often results in feelings of insecurity and lack of self worth. These feelings or beliefs are often what attracts the bullying behavior. Working on self love and self care with support addresses the beliefs and builds resilience.

Everyone is having multiple options career wise where we can bloom like a flower ??Know what works for you best But how ? Experiment Be open for showcasing personal story Talk for collaboration

Empowerment in the career arena hinges on a blend of self-awareness and actionable strategies. Life coaches play a pivotal role in this transformation. By helping clients recognize their strengths, refining their digital footprints, and leveraging meaningful connections, clients are better positioned for success. Ensuring one's resume and personal pitch stand out, and prepping for interviews are also essential. Beyond these, fostering an environment where clients feel encouraged to chase their aspirations can be the real differentiator. Because ultimately, confidence combined with action paves the path to professional growth.

Once you identify that your client may be bullied at work, tracking this constantly without being very direct is very important. I would also suggest that you work on improving their confidence levels and help them realise their strengths.

Recognizing the signs of bullying is very important as this can be subtle and it is very easy to dismiss any suspicions you may have as, it's all in the mind'. Be alert and you will see patterns emerging. As the article says, bullying cannot be solved overnight. The first thing to make clients realize is that bullying is not their fault. Bullying targets often end up berating themselves for letting this happen, as they are the adult. The bullies have their own issues, want to be in control and the centre of attention. As a coach the first thing I would do is support my client in regaining her self-worth and build up her resilience as a basis for moving forward with her life and new career.

Everyone is different and planning for everyone is important and it should be different. ?? Support ??Ask them to upskill ??Talk effective and try to have a layer of open communication. Hope it helps

Often bullying doesn't explicitly come across as bullying but you need to know when a line has been crossed in these circumstances. A coach can act as a sounding board and suggest that there may be bullying going on, or at least call out behaviours. Often people have to navigate situations alone and alone is a lonely place! Having a coach can give someone the support and confidence they need as well as act as a signpost to organisations or people who could help them.

Whilst life coaching can help a client to overcome workplace bullying, in my experience, when it comes to systemic workplace issues like bullying, team coaching can move the entire organisation into a better space. So do consider if conversations need to take place at team level for greater impact in the workplace.

It is sad but bullying is still taking place in the corporate world. Clients I'm working with have shared their experiences with relational aggression, gossips, cliquish behaviour, passive aggressive boss and colleagues. And we use the coaching sessions to unpack what is really going on and how to help my clients do what's right for them. The best way to protect yourself is of course to remove yourself from the situation. But we know it's not always that simple or easy. And what has helped my clients deal with bullying: 1. Build their self esteem 2. Improve their self confidence 3. Increase their self awareness 4. Getting the support and working 1:1 with a coach 5. Learn how to establish and maintain healthy boundaries. 6. Self-care

In my experience, the most important thing is to allow for an unbiased and judgement free hearing of the client's situation. If the coach brings their pre-conceived notions about dealing with bullying into the conversation, it may lead to a short term solution and the opportunity to bring about a long term change may be lost. There is no single "best" solution, other than what works for the client and their overall perspective.

There are some interesting perspectives here and I think that Tanuju has the most holistic perspective. There are other points which were not mentioned at all. What needs to be looked at is both the internal an external. What is going on the client, decipher truth from story. Understand the nature of the relationship with other party or parties. Discover the source of the misalignment. Create and picture of what the client wants. Go and have a conversation with the other person. Someone mentioned going to HR. In the initial instance this is a terrible idea as it will only exacerbate the problem. If there is an issue it should be attempted to be kept at the level it is, between the individuals concerned. I have run out of characters...??

Helpful insights have been shared! Here's my perspective... Bullying is a human phenomenon...meaning wherever people are, this phenomenon will occur, in one shape or the other. So, going from one organization to another will not necessarily be the best answer. So, 2 viable options: 1) Empower "victim" to become "WHOLE" in themselves...(through on-going sessions that measure progress) - it's a life-long process, but the foundation has to be set 2) "Victim" has to let the organization know of their experience. This is vital as it will help organization to self-diagnose (improvement), & it will also help others experiencing same. Internal processes should be in place to allow this.