How to root out workplace harassment.

We all know it. Employees have a right to work in a workplace free from discrimination and harassment. And as an employer, you have a legal responsibility to ensure that these rights are met.

So many business try to do the right thing and run frequent workshops that provide up-to-date knowledge regarding legal and duty of care obligations. But based on recent headlines, these training programs might not be working, and employers should perhaps try more innovative approaches.

Recent research suggest that the best way to prevent sexual harassment, bullying and other toxic workplace behavior is not by proving staff with more knowledge, but to train them in how to stand up for their abused colleagues when they witness incidents. Also know as Bystander Training.

One reason why encouraging intervention makes good sense is that some 70 percent (!) of employees have observed harassment in the workplace.

While the concept of encouraging employees to report harassment is not new, bystander training achieves additional goals that may positively shift workplace culture:

It provides employees with strategies for intervening in/responding to observed workplace misconduct.

It allows employees to practice in simulated scenarios with role play actors to increase confidence and improved communication skills.

It reinforces to employees that, if they don't feel comfortable stepping into active situations, they can "intervene" by reporting misbehaviors through different channels.

Additionally, Bystander Training can serve as a powerful deterrent. Potential harassers, even those in high-level posts, will know observing "bystanders" are watching.

Finally, bystander training helps create a culture of shared responsibility and purpose, in addition to boosting workplace morale.

There is a strong case for incorporating some form of it into existing training programs and there is really no downside to equipping employees with intervention tips to address harassment.

Would you like to know more about our roleplay based Bystander Training Program? Call 0487693349 or visit our website www.interactwa.com.au

Practice makes you 60% better!

Be honest: when you have a challenging conversation ahead, how much time do you spend practising it? I mean really practising—sitting down, speaking out loud, positioning your hands as you want them, and using the appropriate tone of voice—as opposed to just thinking about how to approach it. I spent nearly ten years in sales, and I used to rehearse my negotiation skills in my car. While I was mentally preparing, I realized that wasn’t real practice. You truly need to say it out loud and act it out. Take it from someone who has spent a lot of time rehearsing like an actor. There are two forms of long-term memory to consider: 1. **Explicit Memory**: This type stores facts, events, people, places, and objects. 2. **Implicit Memory**: This retains perceptual and motor skills, such as riding a bike or typing on a keyboard. To recall explicit memories—like the script of your message—you need to consciously focus on the process of retrieval, which can be challenging. In contrast, implicit m...

Assessing Job Applicants using Actors

Nearly two third of major companies in Australia solely use psycho-metrics in the hiring process as an indicator or candidate competency. But more HR professionals and corporate recruiters are coming up with different ways to assess job applicants and get the best people on board. Using professional role play actors for role play interviews has recently been a famous choice to choose candidates in the field of Sales, Marketing, Management and Service. It turns out to be a quick, effective and revealing way of testing candidates on their suitability for a specific position. This is not only because the scenarios reflect common work situations, but also because it allows a candidate to demonstrate their ability to perform under pressure. While competencies may also be tested within a competency based interview , it is necessary that job applicants demonstrate them throughout the recruitment process, or you could suspect that they are merely saying that t...

How I Failed in Feedback...

Research is finally showing the link between free-flowing feedback and better business results. In workplaces where managers don’t give and receive feedback, employee engagement rates limp in at 29%. On the flip side, when feedback is regularly exchanged between managers and employees, engagement jumps to 79%. But let’s face it, we’re human — and we find it tough to engage in feedback. Many of us —including myself — get defensive when we hear it, or we assume nobody wants to hear it. So feedback gets chronically buried and put off. But it doesn’t have to. In my experience, there is a simple principle that can play a key role in unlocking feedback: It’s not who you are, it’s what you do As a communication trainer and role play actor, I assume that everyone wants to, and can, get better. When I take this approach I find myself able to engage in discussions about areas for improvement with an optimistic and open heart. But even though I always try to take thi...

INTERACT WA

Search This Blog