How Can Leaders Handle Workplace Bullying with Confidence? Strategies for HR, Managers, and Mediators
- Shiv Martin
- Oct 14
- 4 min read
Updated: 5 days ago
Workplace conflict resolution training, mediation services, and conflict coaching to help HR teams and leaders manage bullying with confidence and care.
“Courage is what it takes to stand up and speak; courage is also what it takes to sit down and listen.” - Winston Churchill
When Workplace Behaviour Crosses the Line
Workplace bullying doesn’t always look loud or obvious. It often appears in subtler ways - sarcastic remarks, exclusion, controlling behaviours, or emotional manipulation. For HR professionals, people leaders, and workplace mediators, the challenge is to spot these signs early and respond in a way that reduces harm and restores professionalism.
In this article, I’ll walk you through:
How to spot bullying behaviours
What leaders can do in the moment
When mediation or coaching is appropriate
How to prevent escalation through early action
Research-based insights to support your practice
Because when handled well, even difficult situations can lead to stronger, healthier teams.
Spotting the Signs: When Conflict Becomes Bullying
Not all conflict is bullying. But when behaviour becomes repeated, targeted, and degrading, it crosses a line.
Red flags may include:
Public criticism or sarcasm
Withholding critical information or resources
Gossip, social exclusion, or manipulation
Excessive control or micromanagement
Dismissive responses in meetings
As leaders and HR professionals, recognising these signs and knowing when they’ve moved beyond workplace tension is vital. Delayed action can leave staff feeling unsafe and unsupported.
Leading With Confidence in the Face of Bullying
You don’t need to be a conflict expert to respond effectively to bullying. What matters is showing up early, calmly, and with clarity.
Here’s how leaders can act with integrity and confidence:
Don’t downplay it: If something feels off, trust your instincts. Minimising sends the wrong message.
Have the conversation early: A quiet, respectful conversation can often de-escalate tension. Try:“I’ve noticed some tension. Can we talk about what’s been happening?”
Focus on impact, not intent: It’s not about proving bad intent, it’s about acknowledging harm.
Invite responsibility, not blame: Ask, “What would a more respectful interaction look like in future?”
Know when to bring in help: Repeated or serious issues often need a structured process, like mediation.
Mediation and Conflict Coaching: Your Tools for Resolution
When used appropriately, mediation and coaching can shift dynamics, repair relationships, and reduce legal and wellbeing risks.
Mediation works best when:
Both parties are willing to speak openly
Safety and power balance can be maintained
The goal is restoring a working relationship
Mediators create space for honest dialogue, reflection, and behavioural change.
Conflict coaching works well when:
One party feels unsafe or unwilling to participate in mediation
A person needs support to respond constructively
The focus is on setting boundaries or planning next steps
Coaching is a one-on-one, confidential space that can be transformative.
Training Leaders to Respond Early and Effectively
The best time to stop bullying? Before it starts.
When leaders are trained to recognise disrespect and act early, organisations see:
Higher retention
Fewer grievances
Safer, more trusting workplaces
Great training helps leaders:
Distinguish tough feedback from toxic behaviour
Develop emotionally intelligent communication skills
Understand WHS and Fair Work obligations
Hold difficult conversations with confidence
This kind of training builds not just compliance but culture.
What the Research Tells Us
Workplace bullying is often a symptom of broader organisational problems, unclear expectations, lack of support, or leadership gaps.
A 2018 review in Aggression and Violent Behaviour highlighted:
The importance of early and structured intervention
That policy alone isn’t enough - behaviour change needs skill-building and support
When mediation, coaching, and education are offered as part of a broader strategy, organisations are more likely to see lasting change.
(Reference: Editorial Board. (2018). Aggression and Violent Behaviour: A Review Journal. Elsevier.)
Key Takeaways for Managing Workplace Bullying
Bullying needs early, confident intervention
Leaders and HR professionals are essential in setting expectations
Mediation and coaching are powerful, safe tools
Training builds capacity and reduces long-term risk
Ignoring bullying carries legal, psychological, and cultural consequences
Want to build confidence in handling workplace bullying? Join my free webinar series on conflict resolution where I share practical tools, case studies, and strategies HR teams, managers, and mediators can use to respond early and effectively: Register for FREE
👉 If you are ready to strengthen conflict management in your workplace or organisation, let’s talk.
Explore my mediation and training services, or book a confidential consultation today: Book Online
Shiv Martin is an exceptional dispute resolution expert with deep expertise across mediation, conciliation, coaching, legal advisory and workshop facilitation. I had the privilege to attend the advanced conciliation course facilitated by her. Her advanced knowledge and engaging teaching style consistently elevates professional skills. I highly recommend Shiv for anyone seeking high-impact training or support in conflict resolution." - Bruno - Senior Organisational Consultant Read more: Google Reviews
Frequently Asked Questions
1. What’s the difference between workplace bullying and general conflict?
Bullying involves repeated, targeted behaviour that causes harm. Conflict can be a one-off disagreement or misunderstanding.
2. Is mediation suitable for serious bullying?
Sometimes. It depends on safety and willingness. Mediation isn't always appropriate, but it can help in low to mid-level cases.
3. How does conflict coaching differ from counselling?
Conflict coaching is forward-focused, helping people plan conversations, set boundaries, and respond constructively. It’s not therapy.
4. What are my legal obligations as a manager?
Managers have a duty under WHS laws to create a safe workplace. Ignoring bullying may breach these obligations.
5. Do you offer leadership training for teams?
Yes. I offer in-house and online training for leaders on early conflict response, legal compliance, and communication skills.
Shiv Martin is a nationally accredited mediator, practicing solicitor, conciliator, decision-maker, and certified vocational trainer. With extensive experience in complex dispute resolution, stakeholder engagement, and team building across business, community, and governmental sectors, Shiv brings over a decade of unique and diverse expertise in Law, Management, Vocational Education, and Mediation.
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