LoginSign up
HRZone
Subscribe to Newsletter
Menu
Covid-19
Lead
CultureChangeStrategyFuture
Engage
EmployeesManagersCustomers
Perform
PeopleBusiness
Talent
AcquisitionRetentionDevelopment
Resources
Culture Pioneers
All Hands on Tech podcast
Blog
Subscribe to Newsletter
Alan Sharland
Alan Sharland Mediator, Conflict Coach, Trainer - CAOS Conflict Management
Member Since: 1st Aug 2019
Facebook
Twitter
LinkedIn
Website

Alan Sharland is author of How to Resolve Bullying in the Workplace: Stepping Out of the Circle of Blame to Create an Effective Outcome for All. He is Director of CAOS Conflict Management  and has been a Mediator, Conflict Coach and trainer in Conflict Management Skills and processes for over 25 years. He also has a YouTube channel that promotes mindful communication, growth through conflict particularly in relation to the resolution of bullying allegations at work.

He runs workshops to help organisations explore the implementation of a No-blame Culture and he welcomes participation from HR staff and others who are seeking to do the same. He provides bespoke training for organisations in responding to difficult workplace relationships more effectively and also 'off the shelf' training in:

Mediation Skills

Conflict Coaching Skills  

Supporting Peer-to-Peer Resolution of Workplace Conflict

Tel. 020 3371 7507 

Alan Sharland
Director CAOS Conflict Management
  • Articles
  • Blog posts
  • Discussions
  • Discussion replies
  • Comments

My answers

22nd Jan 2020

Thanks Emma, I'm glad you find it so. I think it would be much more useful for all involved in difficult workplace situations that we keep separate the terms 'bullying' and 'harassment' so that it can be clearly established which is being explored. One requires an objective assessment via reference to the legal definition so that a decision about whether a legal case will be pursued is appropriate. The other, if no suggestion of harassment or violence or other gross misconduct is present, requires an immediate attempt to help re-establish a respectful and amicable working relationship which is never achieved by keeping people separate and carrying out an investigation into 'bullying' when no clear outcome will be achieved and in the meantime greater and greater division and entrenchment, fear and stress ensues.

Reply to
Bullying in the workplace: the ‘illusion’ of bullying versus the reality of harassment

Most read this week

How to support workforce resilience

Culture
20th Jan 2021
Employee working from home on video call

Trending

Do you know the four basic components of EI?

People
1st Oct 2017

How to support workforce resilience

Culture
20th Jan 2021

Transforming your culture in a crisis

Have you been a Culture Pioneer during the crisis?
Share your story
Welcome to the personalised age
How to build a flexible culture
Virtual inclusion
Establishing an inclusive culture while remote working
Are your employees championing your brand?
Unlocking the wider potential of employee advocacy
  • About HRZone
  • Glossary
  • About SIFT
  • Advertise on HRZone
  • Terms of use
  • Privacy policy
  • Sub-Processors List
  • Contact us
Copyright 2021 Sift
Sift