Good article that gets straight to the salient points of the topic.
One of the main difficulties is coming to accept the reality and gravitas of the situation. Knowing what amounts to bullying and that their company will have a policy on Bullying and Harassment should help people check and decide if they victims or not - and not just being oversensitive and or paranoid etc.
The point on trusting 'gut instinct' and that bullies will not be horrible all the time is an important one to follow and identify, again, to be clear in mind about what is really happening around and to you.
Hopefully things have improved Wilina. Just to add to the taking notes option: document all the positive interactions you have with other colleagues from around the business - e.g. when they thanked you, or when you had a positive conversation. This will show that you aren't the moody so and so in all instances and to everyone else.
The other thing is to be absolutely mindful of your own words and actions. I suggest making and practising habitual positive body and language responses, so that when you do interact with your boss, or others, you by default respond in a way that cannot (or would be hard to) deem as 'moody'.
Great to read about what other L&D professionals are up to. I think this clearly showed what a 'good' L&D professional looks and behaves like, and I identified and agreed with the parts Kay described about being creative, and non-creative (death by PP) and being kind to yourself - it's amusing how others sometimes think us L&D folk just rock up to the gig and perform, like there's no planning, or creative thought poured in before hand, or that we might have a post delivery crash.
Good article that aptly highlights the downside of PP - thanks Steve.
I avoid death by PP wherever possible, but when I have had to use slides the reaction of some delegates is 'can you give us a print out of the slide show' even before I have commenced it. So it fosters lack of note taking, questions, and an interactive experience.
Props and going low-tech, absolutely! They make all the difference. I've used an office chair to hand in the training room to help demonstrate the topic of 'features and benefits'. I'm now determined to use Jelly Babies in the future.
My answers
Thanks for the post William. An important issue that needs good tools and a strategy to overcome, and your suggestions offer just that.
I particularly like the idea of creating a 'cancellations policy' and the fee of charging other departments/teams for [consistent] no-shows.
Good article that gets straight to the salient points of the topic.
One of the main difficulties is coming to accept the reality and gravitas of the situation. Knowing what amounts to bullying and that their company will have a policy on Bullying and Harassment should help people check and decide if they victims or not - and not just being oversensitive and or paranoid etc.
The point on trusting 'gut instinct' and that bullies will not be horrible all the time is an important one to follow and identify, again, to be clear in mind about what is really happening around and to you.
Totally agree with Graham's response.
Hopefully things have improved Wilina. Just to add to the taking notes option: document all the positive interactions you have with other colleagues from around the business - e.g. when they thanked you, or when you had a positive conversation. This will show that you aren't the moody so and so in all instances and to everyone else.
The other thing is to be absolutely mindful of your own words and actions. I suggest making and practising habitual positive body and language responses, so that when you do interact with your boss, or others, you by default respond in a way that cannot (or would be hard to) deem as 'moody'.
Largley agree with the points made here. Especially the need to up-skill managers to identify and be able to deal effectively with stressed employees.
Great to read about what other L&D professionals are up to. I think this clearly showed what a 'good' L&D professional looks and behaves like, and I identified and agreed with the parts Kay described about being creative, and non-creative (death by PP) and being kind to yourself - it's amusing how others sometimes think us L&D folk just rock up to the gig and perform, like there's no planning, or creative thought poured in before hand, or that we might have a post delivery crash.
Good article that aptly highlights the downside of PP - thanks Steve.
I avoid death by PP wherever possible, but when I have had to use slides the reaction of some delegates is 'can you give us a print out of the slide show' even before I have commenced it. So it fosters lack of note taking, questions, and an interactive experience.
Props and going low-tech, absolutely! They make all the difference. I've used an office chair to hand in the training room to help demonstrate the topic of 'features and benefits'. I'm now determined to use Jelly Babies in the future.