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Practical business: Difficult conversations and workplace bullying

Key message: Better to have a difficult conversation while it is still a conversation, rather than waiting until it becomes a disciplinary hearing.

Bullying, for example, is defined by the person to whom it is happening and therefore must be taken seriously.

Aims & Objectives

  • Identify our feelings towards difficult conversations
  • Explain the pitfalls of difficult conversations and generating solutions to support your practice
  • Practice difficult conversations
  • Identify what constitutes workplace bullying
  • Reflect on your views towards “workplace bullying” (the way we deal with something can be affected by our mind-set towards it)

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