Life at the Sharp End

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. Would you like to know more? Visit priceperrott.com for this episode's show notes, and become a Price Perrott subscriber for exclusive access to additional insights and content Links Tanya Hallett on LinkedInTrauma 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 become a Price Perrott subscriber for exclusive access to additional insights and content. LINKS Dr Crawshaw on LinkedInthe Boss Whispering Institute's website“Grow your spine and manage abrasive leadership behavior”

The role of bystanders in workplace incivility, bullying and harassment incidents is significant and their behaviour can influence the course of events. What do you do when you see something that’s just not right happening to someone nearby? Do you stand up and say something, or do you stand back and watch? What role does bystander behaviour play in establishing a workplace culture? Graham Goulden is a former police officer who’s combined his career experience in crime and violence prevention with his interest in the role bystanders play in changing the behaviour of others. Graham’s developed his own programme to help people understand how peer intervention can be used as a vital tool in preventing - or addressing - a toxic workplace culture. In this episode, we hear from Graham about his experience of Life at the Sharp End of creating positive cultural change through the behaviour of bystanders. Would you like to know more? Visit priceperrott.com for this episode's show notes, and become a Price Perrott subscriber for exclusive access to additional insights and content. LINKS • Connect with Graham Goulden on LinkedIn • Visit Graham’s website • Follow Graham on BlueSky • Buy Prof Phillip Zimbardo's book, "The Lucifer Effect" on Amazon [Affiliate link]

Charlotte Hails heads the Public Sector Vertical Strategy for Virgin Media O2 Business, working with customers in UK policing, the Home Office, Health and Local Government. She's an ambitious woman in leadership, who began her career in policing rising to become a Detective Chief Inspector leading people in counter-terrorism, safeguarding and public protection. But Charlotte’s experiences in policing also reflect the darker side of a workplace culture that women in uniformed services still find themselves having to deal with today. The last few years have highlighted problems of sexual harassment, bullying and misogyny towards women in emergency and armed services across the world. In this episode, Charlotte reflects on her own experiences in policing, the progress that UK policing is making and the contrast between positive and negative experiences in policing and her subsequent career in the private sector. Would you like to know more? Visit priceperrott.com for this episode's show notes, and become a Price Perrott subscriber for exclusive access to additional insights and content. LINKS Charlotte's speech to the 2024 Women in Business AwardsConnect with Charlotte on LinkedIn

Research studies have shown that bullying and harassment have serious medical consequences for people’s physical and psychological health and wellbeing. But what actually happens to the brain of people targeted by those who engage in this kind of unnecessary, unpleasant and unkind behaviour? Can people who’ve been targeted by bullies learn to recover their confidence and self-esteem, after suffering the harm caused by the behaviour they’ve been subjected to? Dr. Jennifer Fraser has applied her research mindset to investigate and understand the neuroscience behind bullying, and what it does to the human brain. Her book, “The Bullied Brain” explores the physical and emotional damage the brain of a bullying victim suffers, and looks into how the brain’s mechanisms for learning and recovery provide hope for the future. In this episode, you’ll hear about life at the sharp end of bullying neuroscience, as Jen Fraser discusses “The Bullied Brain” - and she gives a preview into her new book (due out later in 2025), “The Gaslit Brain” Would you like to know more? Visit priceperrott.com for this episode's show notes, and become a Price Perrott subscriber for exclusive access to additional insights and content. LINKS Purchase The Bullied Brain on AmazonDr. Jennifer Fraser’s websiteConnect with Dr. Jennifer Fraser on LinkedInThe Bullied Brain in Psychology TodayBrainHQ training

Mark Bouchard has been in law enforcement since 2007 and has a Master’s degree in leadership, studying culture and mental health in policing. He’s the author of “Setting my sights on stigma: thoughts from an injured mind” - a candid and personal exploration of his own mental health journey and PTSD diagnosis. In this episode, Mark talks openly about some of the critical incidents he’s been involved in as a police officer, and the impact these can have on the mental health and wellbeing of front-line first-responders in the emergency services. We discuss leadership, and Mark gives practical examples of how leaders can create psychological safety and how we can all encourage and support people to be open about seeking support for their mental health. What is the role of leadership in setting the culture for a workplace, and what’s actually down to you - as an individual, and in your own teams - when it comes to creating culture, and supporting the people around you, when they need to talk about their mental health? This episode contains mentions of operational police call-outs, PTSD and suicide. If you think this episode might affect you in any way, you can find links to support resources in the show notes. Would you like to know more? Visit priceperrott.com for this episode's show notes, and become a Price Perrott subscriber for exclusive access to additional insights and content. LINKS Mark Bouchard's websiteConnect with Mark on LinkedInPolice Mentors channel on YouTube REFERENCES report (2021) into police suicidesCIPSRT research publicationsSetting my sights on stigma : thoughts from an injured mindEmotional survival for law enforcement: A guide for officers and their families (revised edition)On combat: The psychology and physiology of Deadly Conflict in War and in Peace

The British Columbia Firefighter Resiliency Program is an innovative partnership that provides practical mental health support to Canadian firefighters. Steve Farina is Executive Vice President of the British Columbia Professional Firefighters Association and he’s played an instrumental role in the program and its success in supporting firefighter mental health. Steve’s extensive career, from volunteer and career firefighter to Captain, and a union executive, provides a fascinating perspective on the extent cultural changes he’s seen (and those still needed) in Fire and Rescue services. In this episode, Steve discusses what leaders in Fire and Rescue can do to create a respectful culture that mentors and supports their crews. He reflects on how leaders should be accountable for their behaviour; take ownership of their actions; and on the role that unions can play in working constructively with Fire Services to achieve common goals. The BC Firefighter Resiliency Program is one excellent example of how constructive engagement has produced a result that has, literally, saved lives. Would you like to know more? Visit priceperrott.com for this episode's show notes, and become a Price Perrott subscriber for exclusive access to additional insights and content. LINKS Steve’s LinkedIn pageThe BC Professional Firefighters AssociationThe BC Firefighters' Resiliency programBlueprintExtreme Ownership by Jocko Willink

Chad Costa is Assistant Fire Chief at the City of Petaluma in California, USA. He has a passion for leadership, organisational change and improving culture in the fire service family, based on over twenty six years of experience in Fire and Rescue. As someone who’s lived life at the sharp end of Fire and Rescue culture, what can we learn from Chad about how developing leaders and supporting diversity in teams are key factors in tackling the cultural problems affecting many Fire and Rescue services across the world? In this episode you’ll hear about Chad’s own experiences of poor Fire and Rescue culture; how the probationary system reinforces outdated approaches and hinders cultural change; and how he’s taken positive steps with his organisation to encourage diversity of thought and leadership education. Chad talks about the importance of leaders living up to their promises, and his reflections that “we call people leaders - some people are just people in leadership positions.” If you’re part of the fire service family with a desire to make a positive difference in tackling incivility, bullying and harassment, this episode is packed with content that you can apply in your own situation. Would you like to know more? Visit priceperrott.com for this episode's show notes, and become a Price Perrott subscriber for exclusive access to additional insights and content. LINKS Chad Costa on LinkedInChad’s websiteWatch a documentary about the heroes of California’s 2020 wildfires

Tina Chander is employment law partner at Wright Hassall - a UK legal firm whose surveys into UK workplace bullying reveal gaps in employer and employee understanding of what constitutes workplace bullying, and a high proportion of people who've either been bullied themselves or witnessed it happening to their colleagues. What can we learn from the findings of Wright Hassall’s bullying surveys about the state of workplace bullying and harassment in the UK and other countries? What are Tina’s perspectives as an experienced employment law partner on the impact of bullying, harassment and sexual harassment, and the questions that employees and employers need to think about? In this episode, Tina provides her perspectives on differentiating banter, bullying, discrimination and harassment, and some of the key steps required for UK employers to act fairly and proportionately in preventing and addressing workplace bullying and sexual harassment. Would you like to know more? Visit priceperrott.com for this episode's show notes, and become a Price Perrott subscriber for exclusive access to additional insights and content. LINKS Tina Chander, Partner & Head of Employment Law TeamTina Chander on LinkedInWright Hassall LLPWright Hassall LLP bullying survey data summaryWright Hassall LLP on LinkedIn

You wouldn’t think an apology was a particularly difficult concept, would you? So why then, for many organisations and individuals, does “sorry” seem to be the hardest word? What is it about making an apology - and getting that apology right - that's not straightforward? How do you make an apology, and what must you avoid doing for it to be effective? This is a crucial skill for anyone, but particularly relevant for leaders, HR professionals, complaint practitioners - and especially their lawyers - to understand. Research studies tell us that apology is a critical step in reconciliation and recovery, particularly for people who've been targeted by workplace incivility, bullying or harassment. If an organisation refuses to apologise when it knows harm has been caused, a deliberately withheld apology can excerbate and prolong the physical and psychological harm caused by workplace bullying. Does it matter whether an apology is sincere, or do ordered apologies still have merit in resolving the situation for the person harmed? Is it possible to change legislation so that lawyers no longer have to tell organisations they shouldn't apologise for fear of admitting liability? The example of New South Wales in Australia shows this can be done, without the sky falling in. There's a golden opportunity in this for politicians and legislators to leave a lasting legacy of positive change - and cut their Government's legal bills as well. In this episode, I talk to Chris Wheeler, former Deputy Ombudsman of New South Wales. He literally wrote the manual for public sector organisations giving effective apologies, and worked to introduce ground-breaking legislative changes to enable apologies to be made. Listen now to hear from Chris about Life at the Sharp End of effective apology, and what he did in public service to ensure "sorry" isn't the hardest word. Would you like to know more? Visit priceperrott.com for this episode's show notes, and become a Price Perrott subscriber for exclusive access to additional insights and content. LINKS Contact Chris Wheeler via his website - https://www.chriswheelerconsulting.com/

"Bullying, at its core, is not an individual problem, spurred by one person, but an outgrowth of a workplace environment that either allows or encourages behaviours such as gossip, humiliation, belittling, gaslighting and exclusion.” Those are the words of Associate Professor Dorothy Suskind in the introduction to her book about the predictable patterns that workplace bullies follow in selecting and persecuting their targets. In this episode packed with information, Dorothy talks to me about her research, her own experiences and the psychology behind the harmful effects of predictable tactics like isolation, exclusion and manipulation used by workplace bullies. There are two audiences for this episode: 1. People who are, or have previously, experienced workplace bullying. The patterns and harms described in this episode will help you to understand what's happened, and the steps you can take towards meaningful recovery, creating agency in your life and coming to terms with what's happened to you. 2. For leaders and HR professionals - someone responsible for others - you'll learn how bullies and their allies work in your organisation. It'll help you tackle the problem, and maybe show you how you're playing a role in the harm they cause to others (whether that's deliberately or inadvertantly). Understanding these patterns helps people to prevent bullying, or to heal the harm where it's been caused. Would you like to know more? Visit priceperrott.com for this episode's show notes, and become a Price Perrott subscriber for exclusive access to additional insights and content. LINKS Become a Price Perrott subscriber for exclusive access to additional insights and content. Purchase Dorothy's book - Workplace bullying: finding your way to big tent belonging - on Amazon (affiliate link) Dorothy Suskind’s webpage: https://dorothysuskind.com Dorothy’s articles in Psychology Today: https://www.psychologytoday.com/nz/contributors/dorothy-suskind-phd

Emergency services are organisations held in high trust by the public. They’re people you can turn to and rely on. Rightly so, and the overwhelming majority of people working in emergency service roles are committed professionals or volunteers, dedicated to public service, and supportive of their colleagues. So why then do research studies, media stories and independent inspections continue to show historic and current problems involving workplace bullying, harassment and sexual harm in emergency services? How does the culture of an emergency services organisation create barriers that prevent those who’ve experienced serious misconduct, from speaking up about their colleagues - a phenomenon described in research as “the blue wall of silence”? In this episode, I’m talking to Hollie Trollen - a lecturer in Criminology at the Sexualised Violence and Abuse Research Lab from the University of Chichester in the UK about her research into - and experiences of - sexual harm in the emergency services. This episode may be confronting, and there are links provided in the show notes to a range of support organisations for anyone affected by the topics discussed. Would you like to know more? Visit priceperrott.com for this episode's show notes, support links, and become a Price Perrott subscriber for exclusive access to additional insights and content. LINKS Hollie Trollen on LinkedInHollie's profile page at the University of Chichester

Dr Donna Stemmer is the founder of Workright23, a charitable trust based in New Zealand, that provides a platform for people affected by workplace bullying and harassment to document their experiences, get support and receive qualified advice on their options. But Donna doesn't stop there, and she’s committed to working with organisations to provide anonymised data from complainants that can help them understand the true extent of workplace bullying, and what they can do to turn things around. In this episode, Donna tells me about how Workright23 works and why it provides safety in numbers for people and organisations affected by bullying and harassment. In a packed discussion, full of practical details, you'll hear us discussing: • Why Workright23 is needed, and why targets shouldn't just go straight to HR to report workplace bullying • How Donna's organisations provides a confidential platform for targets, witnesses and bystanders • The problems facing HR, if they get bullied too - within their hierarchy, or by management • Why data about incidents helps organisations understand, and tackle, a toxic culture • How the platform works when people make a confidential report • How targets, witnesses and bystanders can report current and historic bullying (in New Zealand & Australia) • Why organisations need data to learn, change cultures and measure their improvement programmes • How GPs can use the platform to support targets' mental health • Reporting sexual harm and domestic violence • Matching perpetrators to prevent serial bullying across organisations - targets are not alone! • The impartial and independent support and advice people will receive when they register a case • Organisational behaviour, the letter and spirit of the law Would you like to know more? Visit priceperrott.com for this episode's show notes, and become a Price Perrott subscriber for exclusive access to additional insights and content. LINKS Access the platforms in New Zealand and Australia at: https://workright23.org.nz https://workright23.com/au Contact Dr. Donna Stemmer on LinkedIn at https://www.linkedin.com/in/drdonnastemmer/

This is the second part of Jane’s story. In the previous episode, we heard how Jane* - an experienced HR professional - found herself becoming the target of workplace bullying, and the impact of process failures on her physical and psychological health. Armed with upheld investigation findings, Jane just wanted to get back into the workplace and get her HR career back on track, supporting others and making a difference. When organisations respond to workplace bullying, do they support complainants in returning to work, restore relationships and learn from findings to build safer, more respectful workplace cultures? Let's hear from Jane about what happened next, and her thoughts on the lessons that other leaders can learn about humanity, apology and integrity. *Jane isn't her real name, and we've disguised her voice. Like many complainants, fear of retaliation means she wanted to speak anonymously. Would you like to know more? Visit priceperrott.com for this episode's show notes, and become a Price Perrott subscriber for exclusive access to additional insights and content.

"Human Resources (HR) are here to help." That’s what most people will be told when they join an organisation - that Human Resources are the first port of call if they should ever witness or experience workplace incivility, bullying and harassment. But how does it feel when someone “on the inside” in HR, has to go through their own process and raise a bullying complaint? In this first episode of a two part series, we look at the experience of a committed HR professional who found themselves on the wrong side of bullying - and became a target themselves. It’s a personal story of dedication and good intentions that turned into complaint process failures, delays, investigative mistakes, psychological and physical illness, and institutional betrayal. Everything that an organisation’s response to workplace bullying shouldn’t be. Would you like to know more? Visit priceperrott.com for this episode's show notes, and become a Price Perrott subscriber for exclusive access to additional insights and content.

With insights, analysis and interviews, Life at the Sharp End helps people who want to create safe, respectful and high-performing workplace cultures. People like you. Together, we'll go beyond the bullet-points and explore the how and the why of real-world situations. This is about learning from the reality of Life at the Sharp End. Would you like to know more? Visit priceperrott.com for episode show notes and sign-up for exclusive subscriber-only content and analysis.