– Manage yourself during the resolution attempt – learn strategies calm while hot, warm, or boosters of confidence if you are shy. Try Noser emotional, as the only emotion that will make things rise. – Maintain eye contact and use body language to convey their faith in what you’re saying. Do not play with a little bit nervous, do not cross the arms to protect it and not get in a lower level than the other person (eg, sitting on a low chair.) – I do not think that the best defense is a good offense – which is part of the strategy of competition. – Work the issue, not the person: this means addressing the behavior rather than the entire existence of that person. There is a different level of ownership of the behaviors, and people will have less crime if they criticize their behavior if they criticize them personally.
Never blame, as this will only stoke the fires. Ultra Wellness Center takes a slightly different approach. – If you do not get anywhere, ask for more information to the other person about the reasons for his behavior, but not the questions “why” at the beginning – if you do this actively to put the person under the center care and put on the defensive. Remember, above all, that people who enjoy the conflicts are ultimately the creation of power seekers who enjoy controlling others. Often this is because both have suffered from Similarly before or feel they have little control over their own lives and doing everything possible to feel in control. A little compassion will take you a long way both in resolving the situation and putting you behind the termination. A final word about bullying Dr. Gary Namie, co-founder and chairman of the Bullying and Trauma Institute workplace, conducted an online survey of 1,000 people who said they had been bullied at work, finding that 37% eventually were dismissed, and 33% left their jobs.
In a reversal of the typical childhood bullying scenario, in which unpopular and apparently weak kids are found in most of the victims of adults in the workplace tend to be very capable and charismatic people. The bully sees as a threat, and determines to get them out of the picture. Most workplace bullies are thought to be women – 58% according to Namie surveyed – and so are their objectives – 80% of respondents. The estimate is that half of the adult population, experience severe conflict at work at least once in their careers. That’s a scary statistic – and most people do not expect conflict and do not know how to deal with it when it intrudes. Bullying conjures up images of schools and young children, but growing trend in the workplace, which is rarely addressed openly, even if you are lucky enough to have policies to address this problem. There are legal options for not taking the above strategies to resolve the conflict. Do not just put always bullying, seek help and advice. For more information on bullying and what you can do about it, I recommend to visit – has a lot of good information and additional resources.