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)