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How A Manager Can Identify and Deal With A Toxic Workplace Bully

July 18, 2023
10:00 AM PDT | 01:00 PM EDT
60 Minutes
Webinar Id:
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Live Version

$145. One Participant
$295. Group Attendees

Recorded Version

$195. One Participant
$395 Group Attendees

Combo Offers

Live + Recorded
$289 $340   One Participant

Live + Recorded
$599 $690   Group Attendees

Group Attendees: Any number of participants

Recorded Version: Unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)


Workplace bullying is a pervasive problem that can cause significant harm to both employees and organizations. It is defined as repeated, harmful behaviors that are directed towards one or more employees and create a hostile work environment.

Workplace bullies may engage in behaviors such as verbal abuse, physical intimidation, spreading rumors, and sabotage. These behaviors can lead to decreased morale, increased turnover, and reduced productivity.

Managers play a critical role in identifying and dealing with toxic workplace bullies. They are responsible for creating a safe and healthy work environment, and addressing workplace bullying is a key part of that responsibility. To do so, managers must be aware of what constitutes workplace bullying, including both overt and covert behaviors. They must also be able to recognize the impact that workplace bullying has on employee well-being, productivity, and morale.

Dealing with a toxic workplace bully requires a multifaceted approach that involves both addressing the behavior of the bully and improving the overall workplace culture. Managers should have clear policies in place for reporting and addressing workplace bullying, and they should work with HR to investigate any complaints. They should also communicate expectations for workplace behavior and hold employees accountable for their actions. In addition, managers should work to promote a positive workplace culture that values respect, inclusion, and open communication. By taking these steps, managers can create a work environment that is safe, supportive, and conducive to employee success.

Why should you Attend:
  • Increase awareness: Attending the training will help managers increase their awareness of what constitutes workplace bullying and how it impacts the workplace
  • Develop skills: The training will provide managers with the necessary skills to identify and deal with toxic workplace bullies effectively
  • Protect employees: By attending the training, managers can learn how to protect employees from the harmful effects of workplace bullying, including decreased morale and productivity, increased turnover, and reduced well-being
  • Promote a positive workplace culture: Managers who attend the training will learn strategies for promoting a positive workplace culture that values respect, inclusion, and open communication
  • Improve team dynamics: Dealing with a toxic workplace bully can significantly improve team dynamics, leading to increased collaboration, productivity, and employee satisfaction
  • Avoid legal issues: By addressing workplace bullying, managers can avoid legal issues and protect the organization from liability
  • Demonstrate leadership: Attending the training and implementing strategies to identify and deal with toxic workplace bullies can demonstrate leadership and improve the manager's reputation as a fair and supportive leader

Areas Covered in the Session:

  • Understanding workplace bullying
  • Recognizing the impact of workplace bullying
  • Identifying toxic workplace bullies
  • Responding to workplace bullying
  • Developing policies and procedures
  • Creating a positive workplace culture
  • Holding employees accountable
  • Preventing workplace bullying

Who Will Benefit:
  • Small Business Owners
  • Leaders
  • Managers
  • Team Leaders
  • Project Managers
  • Department Heads
  • Supervisors and anyone in Leadership Role

Carolyn D. Riggins is the founder and owner of CDR Consulting Services specializing in training, coaching and identifying problematic gaps in organization. Ms. Riggins was in retail banking for 35 years with First Florida Bank, Barnett Bank, Mercantile Bank and TD Bank. At TD Bank, Ms. Riggins was successful growing her client’s relationship by 71 million dollars through valuable training and consistently coaching her teams. Ms. Riggins served in multiple capacity levels of management roles regarding the many banks in her career path. Under her leadership she was able to work as an Assistant Vice President Store Manager, Vice President Hub Manager and Vice President Retail Regional Manager.

In these varies leadership positions Ms. Riggins was successful with leading and helping her team by developing, coaching and training to achieve sales revenue growth, deposit growth, customer growth, lending growth and focusing on compliance. Also, she was selected as the Regional Bank at Work and Affinity Champion which she facilitated and delivered material through person-to-person workshop training or conference training.

In additional, Ms. Riggins utilizes her Bachelors of Applied Science degree in Management and Organizational Leadership from St Petersburg College to train team players to be successful in their roles. In addition, Ms. Riggins has a certificate of completion for Business Consulting. One of Ms. Riggins goal is to train and coach continuously by using her education and expertise daily to change, transform and impact great team players.

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