Working Well Together Insights

Is it time to call bully-s**t on the bullies can’t change theory?

Is it time to call bully-s**t on the bullies can’t change theory?

Last week, I presented at a conference on the topic "Can a workplace bully change their spots?" Being somewhat partial to audience participation, I started off with a poll and asked attendees this question "Do you think a bully can change his or her spots?" I am used...

Apprentices at Risk –  The Impact of Exposure to Workplace Bullying

Apprentices at Risk – The Impact of Exposure to Workplace Bullying

Earlier this year, Griffith University released the results of a study completed for Mates in Construction exploring the impact of bullying on apprentices in the Queensland construction industry and it's impact on their mental health and suicide ideation. The results...

Innovative or bullying – what do you want your company to be?

Innovative or bullying – what do you want your company to be?

Being part of an innovative workplace can be exciting and energising. Exploring ways to learn, grow and improve; being part of the explorers and creators. It can be the best type of workplace to be in. Innovation keeps us successful, relevant and ahead of our...

Can we change bullying bosses through empathy?

Can we change bullying bosses through empathy?

Bullying along side the word empathy isn’t often placed side by side. This is understandable when we have experienced bullies attack, undermine and/or humiliate us or our work colleagues. Sometimes this is overt involving verbal abuse and physical intimidation....

Is our workplace bullying education stuck in the 20th century?

Is our workplace bullying education stuck in the 20th century?

If you are like me, over the years (before my bullying specialist days) I've completed my fair share of workplace bullying training. On reflection, my experience of bullying education was that it failed to result in change. It usually involved regurgitating the...

Preventing workplace bullying; Can we re-educate the abrasive leader?

Preventing workplace bullying; Can we re-educate the abrasive leader?

"I’d rather have a root canal than work another day on his team." "She just says things that cause people to freeze. She has that look on her face that says ‘Just say one more thing and you are out of here.’ People are terrified of her so they don’t say anything."...

The steps to change abrasive and bullying behaviours

The steps to change abrasive and bullying behaviours

A few years ago, I worked with a manager (let's call him Bob) who was technically fantastic at his job, but not so good at people management. Bob liked control. When there was an issue to be sorted, it was his way or no way at all. Listening and collaboration was not...

Have we got workplace bullying investigations wrong?

Have we got workplace bullying investigations wrong?

One of the first steps we are told when there is a bullying allegation, whether in HR or as a general manager, is to investigate the matter. The message is to investigate, even if the employee doesn't want it to be undertaken. That’s an understandable approach. It...

Can you remove a bully’s blinders?

Can you remove a bully’s blinders?

How can this be that he can't see that his behaviour is causing problems? He humiliates his team members in meetings. His sharp responses, shut his team down. He has been known to shout abuse at individual employees. You have raised concerns with him to let him know...

About Michael

Michael Plowright is the founder of Working Well Together. Led by a profound belief that people should live happy, productive lives both in and out of the workplace, he supports companies and organisations that are resolute about preventing and managing workplace bullying.

Michael started Working Well Together because he saw that despite workplace bullying undoubtedly being a serious issue, many workplaces are ill-equipped to prevent or manage it. Managers and HR and OH&S staff often don’t have the time or skills, or find that the systems they have in place are too broad and generic to deal with what is a very particular issue.

Michael has over 15 years’ experience in leadership and management in the not-for-profit sector, successfully leading teams at both strategic and operational levels. He has experienced first-hand the challenges of managing staff with difficult behaviours like bullying, and knows what it’s like to be in the centre of a human storm. His extensive experience managing office behaviours, providing support to targets of workplace bullying, and rebuilding teams affected by it, forms the foundation of Working Well Together. This, together with his specialist, up-to-date knowledge of workplace bullying and legislation, allows him to help companies and organisations so they can focus on their core purpose and keeping their clients happy, and so that employees can go home safe and well at the end of each day.

Are you interested in learning more about Michael? Click here to get in touch, or connect on LinkedIn.

michael plowright