To provide participants with the skills and confidence to identify, address, and resolve
workplace bullying behaviours through assertive communication and professional
conflict resolution techniques .
Ask participants to recall a time they witnessed or experienced workplace conflict and consider how it was resolved . Briefly discuss the role of bystanders in addressing workplace bullying.
Practice the SBI (Situation-Behaviour-Impact) framework and "I" statements in small groups . You may wish to hand out the Self-advocacy Phrase Guide.
Outline the objectives and scenario of the simulation.
Scenario Overview
Characters
Senior Nurse: Exhibits bullying behaviours and may react defensively or dismissively when confronted.
Junior Nurse: Practices self-advocacy and sets clear boundaries while maintaining professionalism.
Witnessing Nurse: Observes and supports the junior nurse, stepping in if the conversation escalates.
Background
The junior nurse has reached a breaking point due to repeated bullying, and has decided to talk to the senior nurse, with the witnessing nurse’s encouragement.
Setting
A private meeting room, simulating a safe and neutral space.
Roles Key Behaviours
Senior Nurse:
Behaviours:
Display dismissive or defensive body language, such as crossing arms, rolling eyes, or interrupting the junior nurse. Use condescending or invalidating language. React defensively when confronted, shifting blame. Gradually show subtle changes in tone or body language (e.g., less defensive) if approached with clear, respectful communication and assertiveness by the junior nurse.
Tone:
Initially defensive or condescending. Softens if the situation is de-escalated effectively.
Attitude: Resistant but not entirely closed to reflection if confronted respectfully and assertively.
Junior Nurse:
Behaviours:
Maintain a calm and professional tone, even when discussing difficult emotions or experiences. Use “I” statements to express own feelings and experiences. Stay focused on specific examples of the bullying behaviour rather than making general accusations.
Tone:
Calm, confident but not confrontational, maintaining respect throughout the conversation.
Attitude:
Focused on resolving the issue rather than blaming and escalating the conflict.
Witnessing Nurse:
Behaviours:
A silent observer initially, maintaining a neutral and supportive demeanour. Step in calmly if the situation escalates, using de-escalation techniques such as redirecting the conversation or reframing statements in a neutral way. Reinforce the junior nurse’s points offering validation.
Tone:
Neutral, calm, and supportive. Respectful and solution-focused if intervening.
Attitude : Committed to building a supportive workplace environment.
Simulation Flow
Set-up
Arrange a table and chairs in a quiet meeting room setting.
Introduction
Brief participants privately on the scenario, objectives, and expected behaviours during the simulation.
Execution
The simulation begins with the junior nurse initiating the conversation.
The junior nurse thanks the senior nurse for agreeing to meet and states that she wants to discuss recent interactions. She begins with an "I" statement:
The senior nurse reacts defensively or dismissively.
The junior nurse provides specific examples and reiterates the impact.
The witnessing nurse observes and steps in if the senior nurse becomes argumentative.
The senior nurse begins to acknowledge the behaviour.
Resolution
The junior nurse concludes by setting boundaries: "I’d appreciate it if we could communicate better in the future."
The witnessing nurse supports the resolution and mentions that the team works best when we all feel respected.
The senior nurse agrees to reflect on their behaviour and make changes.
By the end of the simulation, the participants should be able to:
- Recognise subtle and overt bullying in workplace interactions.
- Use assertive communication: apply techniques like "I" statements and SBI to address conflicts.
- Set professional boundaries.
- Navigate difficult conversations with confidence and professionalism.
- Understand the role of bystanders in mitigating workplace bullying.
- Self-reflection – the participants express their immediate emotional reactions to the simulation.
- Analysis - explore together what happened during the simulation and why.
- Highlight strengths and areas for improvement.
- Summarise main takeaways from the session.
Self-Advocacy Phrase Guide
"I’d like to have a constructive conversation about this. Can we discuss it calmly?"
"I want to understand your perspective, but I also need you to hear mine."
"I feel disrespected when I’m spoken to like this. I’d appreciate it if we could communicate differently."
"I understand your position, but I need to be treated with respect in this conversation."
"I feel undervalued when my contributions are dismissed. Can we work together to improve communication?"
"I find it challenging to work effectively when I feel criticized unfairly."
"Could you help me understand why you feel this way about my work?"
"What specifically would you like to see changed?"
"When comments like that are made, it undermines the team’s morale. Can we focus on constructive feedback?"
"I respect your experience, but I don’t think comments like that are productive."
"It seems we’re at an impasse. Would you be open to discussing this with [HR/manager]?"
"I’d like us to involve a third party to ensure we resolve this constructively."
"I don’t think we’re making progress right now. Let’s continue this discussion later."
"I appreciate when we have productive discussions like this—it’s really helpful."
"Thank you for considering my point of view. “