This is one of the recommendations from the ‘individual’ section of the RCOG/RCM undermining toolkit.
How to avoid accusations of bullying and undermining
- Be self-aware. Understand the way your behaviour impacts on other people. Realise that you are in control of the way you behave and have the power to change it. It’s acceptable to be cross at situations, but don’t target that anger at individuals.
- Similarly, recognise when you are stressed and acknowledge this openly if it is affecting your behaviour. Your colleagues are more likely to be supportive under these circumstances.
- Attend workshops and focus groups on workplace-based behaviours. Sign up to trust-wide initiatives to reduce its incidence.
- Use multi-source feedback appropriately. Don’t just ask for feedback from people who are going to provide you with glowing reports. Distribute the forms among those you don’t get along with so well – only then will you get a true picture of how others perceive you. If the feedback identifies behaviours that are having a negative impact on others within the workplace, make an effort to change them.
- Use both formal reflection tools/appraisals and informal conversations with peers to reflect on difficult, unpleasant and suboptimal interactions. Think about how you might handle the situation differently in the future.
- Be vocal when you’re overworked. Don’t try to be superhuman – highlight excessive workloads and staff shortages so something can be done about them.