Ending Workplace Bullying, Change Leadership

Workplace Bullying is a Leadership Issue that Leaders Can Change

This course will help leaders, managers and HR professionals develop genuine self-awareness and awareness of others to prevent abusive conduct in the workplace.

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The bullying epidemic in the U.S. has grown stronger for over 35+ years and can be presumed to be similar World-Wide, over 65.6 million in 2014 in the U.S. (WBI)

Bullying is the most common form of violence, although it is a form of harassment, yes and it is different than sexual harassment. Bullying is a form of abusive, aggressive behaviors demonstrated by a bully.

Read: Characteristic Types, Roles and Groups of Bullying


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In the course, Workplace Bullying is a Leadership Issue that Leaders Can Change, we will address a number of issues including the awareness of our behaviors, as it begins with internal self-examination. We begin this journey together to witness how others perceive, and react to us as a beginning of the evolution of change.

Read: Why Workplace Bullying is a Leadership Issue

Program Highlights

Aware of Abuse_LawWhat can you as a leader, a manager, a co-worker, a bystander, and a target do to stop this abusive conduct and support bullying prevention policies in your workplace?

The end of this cyclic behavior pattern begins with you and your genuine awareness of the bully and target cycle within your workplace.

Read: 4 Reasons to Look at Cyclic Behavior in Workplace Bullying

    • Become more than the bystander who is aware of bullying and become an advocate to take action to stop bullying. (Improvement in self-awareness and of others awareness).
    • Be motivated to excel, and befriend the affected target. Devise a plan to help stop the abusive behaviors by leadership, co-workers and peers. (A supportive solution).
    • As a target learn effective strategies in becoming a self-advocate and true potential. (Supportive peers).
    • Work in a conducive and competitive environment that focuses on good will, positive relationships in collaboration, and teamwork in a high performing leadership culture. (Increased productivity)  
    • A Happy and Healthy person in positive supportive relations with a focus on balance at work, home. (Increase in vitality).

The real value is to work for an organization that supports true teamwork as a goal and the objective within their culture.

For the organization, leadership can change their organizational culture to ensure a safe and bully-free work environment. Leaders and Management learn the needed policies and governance for a supportive and collaborative work environment for themselves and their employees. In essence, an improvement in self-awareness and awareness in others in defining the supportive culture in talent management. A commitment to excellence and in people.

    • Through polices and governance within their organizations.
    • Support of an anti-bullying Healthy Workplace Bill making bullying illegal in the workplace and in the country.
    • Rewards for improving the culture will directly affect the financial bottom line for the executives and stakeholders. And will result in:
    • Less turnover.
    • Less litigation costs,  and;
    • A reputation as a business that supports positive collaboration, teamwork and higher levels of performance from all employees. (Net: Increased productivity and serving as a leader for zero-tolerance of bullying in the workplace).


There are two offerings:

For the Organization

    • The business leadership includes CXO executives, Leadership, Management and HR.

For the Individual

    • The Individual (Target) who is currently experiencing an act of bullying.
    • It is for the supportive Bystander for the Target.

Organizational size:

    • The program features small groups for the most effective teaming principles, under 10 people in a virtual setting and multiple classroom offerings.

Deliverable options:

    • The program deliverable type includes virtual instructor led training as well as classroom style face-to-face offerings. In both programs, an outcome to put a plan together to support a zero-tolerance policy for a bully-free workplace.

Read: Laws, Legality of Bullying in the Workplace

Download: Workplace Bullying Definitions 


Workplace Bullying

Program Highlights

Characteristic Types, Roles, and Groups of Bullying types defined. Characteristic Types, Roles of the Target defined.

Why Bullying is a Leadership Issue, and the importance of change.

  • 56% of bullies are bosses top down, 33% are co-workers, and 11% are subordinates. (2014)

Change is the corporate and moral responsibility to do the right thing.

Organizational Culture – why the culture of an organization is so important to supporting anti-bullying behaviors, and/or condoning the behaviors as acceptable.

  • 72% of American employer reactions either condone or explicitly sustain bullying; less than 20% take action to stop it. (2014)

Co-Workers Reaction to Bullying in the Workplace

  • 38% did nothing, 35% privately/publicly tried to help the victim/target. (2014)

Empower people to make decisions and do the right thing.

The path to prevention and becoming a bully-free workplace is a genuine awareness of the abusive conduct of the leadership, management and employees. Training programs can help create the cultural awareness for change.

Workplace governance and policies as part of the prevention programs.

The roles of the bystanders are of equal importance in the prevention program.

Laws and the Legality of Bullying in the Workplace

Gender Impact includes Work, Health, and Financial Losses.

The Program will highlight the training benefits and outcomes for both the Individuals and the Organizations. To bring out the best in people.

  • Resources will be provided.

Source: Workplace Bullying Institute (WBI) commissioned Zogby Analytics to conduct the online survey of 1,000 adults in the U.S., January 27-28, 2014. The margin of error is +/-3.2 % points.  Graphic Images, (WBI).

Savvan Learning Solutions provides this valuable training to individuals and business from Raleigh to Charlotte, North Carolina.  Virtual training can be offered in other locations as well.

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