Tempus Fugit meaning "Time flees". More time than I’d intended has passed since the end of Season One of Life at the Sharp End and that great philosopher, Freddie Mercury, told us that “Time waits for nobody.”

Life at the Sharp End set out to help people who want to be a part of safe, respectful and high-performing workplace cultures.

Whether you’re new to the podcast or a long-time listener, let’s take some time together to reflect on some lessons we've learnt so far for leadership and workplace culture, and look forward to what’s still to come on Life at the Sharp End.

Would you like to know more?

Visit priceperrott.com for this episode's show notes and subscribe to my Beyond the Bullet Points Substack for additional insights, commentary and related content.

LINKS

• Listen to Freddie Mercury’s “Time waits for no-one” on Spotify.
• Catch up on all the full episodes discussed in season one at priceperrott.com/podcast

Research studies have long established that workplace incivility, bullying and harassment is a traumatic experience for people affected by this unacceptable behaviour. It's self-evident that – at the extreme end of this continuum – any form of sexual harm is particularly traumatising.

But to what extent does the way organisations respond to these kind of incidents actually exacerbate the harm caused to people who’ve already been traumatised by unacceptable workplace behaviour?

'Trauma-informed' is a phrase that’s increasingly being used, but what does this mean in terms of practical steps that leaders, managers, Professional Standards Units, HR, lawyers and colleagues supporting one another need to take?

In this episode, Tanya talks about Life at the Sharp End of training people and organisations to become trauma informed, and the practical steps that we can all take to support people around us when they are affected by unacceptable workplace behaviour.

Visit priceperrott.com for this episode's show notes and subscribe to my Beyond the Bullet Points Substack for additional insights, commentary and related content.

• Follow Tanya Hallett on LinkedIn
• Visit Tanya's website for Trauma Informed Practice Training

A toxic culture is one result of workplace behaviour that includes incivility, bullying, harassment and a host of other unacceptable conduct. What action can leaders take to address this behaviour, other than following formal complaint processes and HR disciplinary investigations?

Dr Laura Crawshaw is a researcher and practitioner who's spent her career looking into this behaviour, which she summarises with one simple word - “abrasive.”

Are abrasive leaders just difficult people who need to be identified and removed from the workplace, or can they be persuaded to change their behaviour?

Do they even understand what their behaviour is like and the harm it is causing to others?

Dr Crawshaw is known as the “Boss Whisperer” coaching leaders in how to prevent - and address - the destructive impact of abrasive behaviour occurring in their organisations.

If you’re a people leader who needs to deal with an abrasive individual that reports to you — or you’re someone working for an abrasive boss who just ‘rubs everyone up the wrong way’ —this episode provides important insights and practical techniques that’ll help you take action to intervene and turn the situation around.

Would you like to know more?

Visit priceperrott.com for this episode's show notes and subscribe to my Beyond the Bullet Points Substack for additional insights, commentary and related content.

LINKS

• Follow Dr Crawshaw on LinkedIn
• Visit the Boss Whispering Institute's website
• Read Dr Crawshaw’s latest book, “Grow your spine and manage abrasive leadership behavior”