Coaching / Advice
Since early 2006 I have been intensively concentrating on self-study, self-development and self-realisation and have read tons of books and magazines on these issues. From this point of view and as an experienced academic researcher (almost 20 years of experience), I approached my own experiences with Workplace Bullying / Mobbing (9+ years). That is to say by doing research, ascertain the truth, uncovering what is really going on. Why does it happen to you? How do you rid yourself of it (your own responsibility)? What type of person is prone to bullying and mobbing behaviour and why? What is the role of ‘group behaviour’? What are the responsibilities and role of the manager and what is needed for successful intervention and prevention? Where can you turn to for “independent and especially safe” assistance and what should they be able to do for you? In what kind of organisation is such behaviour tolerated and not infrequently encouraged? What does it say about the company/organisation-culture and what needs to change and how?
This has led to some 13 years of exhaustive and conscientious psychoanalytical, spiritual (= self-examination), philosophical and sociological research. I have therefore studied practically all facets of the problem and all aspects involved. I have found important solutions! I am the living proof! With these insights and knowledge and as an exceptionally experienced expert, I want to coach, advice and guide people in handling and overcoming this problem that is so hard to pinpoint and effectively tackle but with such disastrous consequences.
And this for :
Victims of Workplace Bullying / Mobbing : In order for him or her to offer better resistance, remain close and true to yourself and stand up for yourself! To understand the entirety of strategies and tactics, which will help you look at the situation from a distance, which makes it mentally less destructive. What should you do and, probably even more so, what shouldn’t you do? Who can really, objectively and genuinely help and will actually dare to do so? How about juridical protection? Do third bodies such as the Ombudsman or Judges have enough knowledge of Workplace Bullying and Mobbing to really, objectively proceed to fact- and truth-finding?
This may concern victims of Workplace Bullying or Mobbing that are still “in the process”. That is to say, victims that are still experiencing bullying/mobbing behaviour or are raising the issue or that are filing a complaint and need support and advice. Strong emphasis will be on the person, helping him/her understand “all the why’s”, thereby empowering him/her.
Victims that are beyond that stage I would gladly help in understanding, coming to terms with, working through and letting go of these traumatic experiences.
The Bully : Problem-solving starts with recognition that there is a problem. Also about the behaviour of the bully I have read and learned an awful lot and thus experienced it from creepily nearby in order to be able to pass on important insights. That is to say in the, probably not very likely, event of a bully saying “I am not happy with this, what am I doing, this needs to change”. Daring and doing that though will bring you so much! In terms of bliss and health. Your responsibility.
Organisation / Company / Management : Also at this level it is crucial to understand the whole picture, all processes and dynamics as well as the behaviour of all parties involved and the causes of it, in order to effectively intervene. What is needed to prevent such circumstances? What leadership qualities are indispensable? What does it say about the culture of a company or organisation? How do you change a culture that allows mobbing, allows it to persist or even encourages it, or at least refuses to engage in truth-finding and honest intervention?
Or possible representatives within companies or organisations that are involved in solving and ideally preventing Workplace Bullying / Mobbing, or that focus on assisting and supporting the affected employees. Such as for instance :Confidential Contact Persons, Prevention Officers, Organisation-Phycologists, Social Workers, Human Resources and the like. But I am also able to advice or provide Works Councils with insight. Or Trade Unions that are approached by members with severe “Phycho-Social Workload’.
As an academic researcher I am, obviously, open to cooperation with or advice to Research Institutes, for instance in the field of Social Studies, Company/Organisation Cultures, Work/Social Safety.
A (Multi-day) Training / Course is in the pipeline…