“A study of 1,100 employees at a large federal court system by University of Michigan researcher Lilia M. Cortina found that 71 percent of the workers had been insulted, demeaned, ignored or otherwise treated discourteously by their co-workers and supervisors.
The study, conducted in 2001, found that employees who experience uncivil treatment report lower job satisfaction and are more likely to “withdraw from their jobs” by being tardy, taking unnecessary sick days or simply not working very hard.”
Despite all ‘traditional’ training, despite the knowledge that employee dissatisfaction devastates the bottom line, despite the need to engage the workforce to survive in chaotic and tough times, there still are little Napoleons amongst leaders.
Is it just a matter of increased pressure that results in such behaviour? Immaturity on side of leaders? Wrong recruitment?
It is clear however that Emotional Intelligence, after being more than 15 years in the discussion or NLP, after close to 40 years, still have a market to develop :), a place to grow. Just imagine for a moment, how engaging companies could be, how productive they could be, and how attractive to any stakeholder.
It really starts with a deep look of the companies at the values they want to project and live. Values alignment is so important to create positive work environments. This then follows by the right recruitment process, career path planning and rewards. It sounds so easy, doesn’t it?
Before this happens other steps are needed: Top Management needs to make it clear that rude behaviours on the workplace are not tolerated. This should involve rude behaviour from star performers, but it often cracks here already. How do you treat someone who bullies his or her executives, but is crucial to the bottomline? Hard to replace? It is here, where push comes to shove!
For those who currently bully and those who are bullied, well, they surely also would need a coach. To manage their emotions, create awareness of their behaviours, be able to dissociate themselves from negative events, clearing up the past changing beliefs on what is happening around them etc. These are just the first steps but they don’t take long. And then, next, a clear cultural structure to support the changed behaviour of coachees, because surely, they change.
Until then, we have to life with a culture of bullies. And articles like the one above that every now and then report on the impact of bullies on the individuals.
Andreas is the founder of Asia Mind Dynamics and a certified trainer of internationally recognised certification programmes:
- Neuro Linguistic Programming (NLP) with the American Board of Neuro Linguistic Programming (ABNLP),
- NLP Coach Training with the Coaching Division of ABNLP,
- The Words That Change Minds -Language and Behaviour Profile of which he also is one of 17 Global Master Trainers
- Creating Your Future Coaching™ Techniques at the Masters Level with the International Timeline Therapy Association
- Hypnosis with the American Board of Hypnotherapy (ABH)
- Master Trainer with the International Association of Counsellors and Therapists (IACT).
We also train companies to achieve higher performance especially through our signature programmes on Leadership, Sales and Advanced Communications.
To find out more about us or our programme and what makes us so very different as trainer and coaches, send an email to andreas.dorn AT gmail.com or contact us at +6012 287 5048.