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Ending Incivility and Bullying in Healthcare
Have A Career Where you Are Respected, Empowered and Appreciated
Preparing Healthcare Leaders & Professionals
for Everyday Conversations ... and the Not So Everyday
Difficult Conversations, Conflict Resolution, Workplace Bullying
Equip Your Leaders
Leadership Coaching and Development
Equip your leaders with the skills and knowledge needed to transform your workplace.
Build trust and openness with your team, encourage honest and constructive feedback and recognize and address toxic communication patterns, such as interrupting, dominating, or attacking behaviors with confidence.
Create psychological safety in the workplace, ensuring a safe and supportive environment for all team members and patients.
Inquire about Speciality 1:1 Coaching for High Performance Leaders who have a reputation for being Abrasive (Boss Whispering)
Empower Your Team
Workshops and Employee Support
Empowering healthcare professionals to be part of the solution.
Learn what constitutes bullying and incivility in the workplace, how to recognize these behaviors, and develop the communication skills needed to create a safer and more respectful workplace culture.
Build and maintain positive relationships with colleagues while promoting teamwork and collaboration to keep your top talent, improve morale, and improve patient outcomes.
Give your team the advantage!
Engage Your Organization
Keynotes
Bring the entire organization together with a common vision, process, and language around creating psychological health and safety in the workplace to effectively end workplace bullying.
Insightful and dynamic, Tammy shares a healthy balance of personal experiences and professional expertise while simplifying the process to gracefully address offensive and bullying behaviours.
2023 Topic:
Gracefully Address Workplace Bullying in Healthcare
Imagine A Workplace Culture Where...
- People communicate effectively and have effective two-way communication instead of one sided claims
- Employees want to come to work because they feel valued, seen, and appreciated
- Team members feel safe to bring forward concerns and objections to improve quality of care
- Leaders feel capable and confident they can model and mentor others to co-create a psychological safe workplace
Unresolved Conflict and Bullying in Healthcare Hurts Everyone
- 85% of nurses report witnessing or experiencing bullying on a regular basis
- 62% of healthcare workers experience workplace violence, verbal assaults being the most common form
- 80% of medical errors can be linked to communication breakdown
- 20% of new nurses leave their first job in the first year
The Art of Communication is the Language of Leadership
and it's Impact is Felt at Every Level of an Organization
Quote by James Humes
Hello!
My name is Tammy Dunnett and I help healthcare professionals, educators and leaders end incivility and bullying so they can create a respectful and supportive culture.
With all the things I could be in the world ... why do I want to end incivility and bullying?
Two reasons
First, as an ex target of workplace bullying, I experienced first hand the impact of ill equipped leaders. Medications, stress leave, and therapy did not fix the problem, they were band aids to keep me at work, in a place that continued to hurt me.
Second, I found real solutions when I started teaching communication skills. Combined with my personal experience and research into bullying, I was seeing the positive changes in my own life and those I was helping.
It would be wrong to keep this to myself!
I am closing the gap on creating psychologically safe workplaces and eliminating offensive behaviours. As a leadership coach, organizational trainer, author, and keynote speaker, I help you create a career where you are respected, empowered, and appreciated.
What others say about us
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“I feel confident!”
“I didn't realize how much I was reacting all the time, like feeling bad about everything. I don't have to feel that way, that was my biggest takeaway" - Martine Prince
“Changed my approach!”
“Learning how to give myself permission to not react right away has changed my approach ... I feel more confident in my ability to address things without making them worse” - Martine Pauline
“It has made a difference!"
“Tammy has been there with me for 6 months to help me see what I can't see or choose not to hear and it has made a difference.” - Kenneth Woods
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(587) 991 3771
108 355 - 50 Salisbury Way
Sherwood Park, Alberta T8B0A9
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Featured Posts
Uncovering the Core Values at the Heart of Conflict
Uncovering the core values of a conflict requires a careful examination of the beliefs and attitudes that drive each party's actions and behaviors. By following these three simple steps, you can gain a better understanding of the values at the heart of a conflict, which can help you find ways to resolve the dispute.
Conflict Mis-Styles #7: Downplay
Downplaying an issue is a passive way of reducing conflict into something less important than it really is and may include comments or actions that diminish one's own or others beliefs, feelings, desires, wants, needs, and ideas.
Conflict Mis-Styles #6: Right Fighter
When a right fighter is feeling threatened during conflict resolution attempts, reassurance that their contributions are valuable and needed will help to address the underlying fear.
Conflict Mis-Styles #5: Denial
Denying responsibility, on the surface, may seem to alleviate stress and restore order and balance in one's life, but over the long-term it creates problems and derails any attempts to resolve conflict in trust.
Conflict Mis-Styles #4: Overgeneralize
When people overgeneralize as a way of making sense in the world they are creating short cuts in thinking. These behaviors can take away from conflict resolution activities and make communication challenging as their comments may also be disguising judgment or feelings of inadequacy and it is a way to cover up painful emotions by projecting them onto others.
Conflict Mis-Styles #3: Fails to Listen
Attentive listening is one of the most important skills of any successful communicator and leader. when we fail to listen we fail to connect and disconnection increases the chances of negative feelings, escalating tensions and resentment.
Conflict Mis-Styles #2: Blamer
Challenges to Resolving Conflict Resolution often exist because of how people engage with conflict. Learn how to work with participants who use blame as their coping strategy to resolve conflict faster
Conflict Mis-Styles #1: Ignore the Problem
This is the first article of a 7 part series exploring 7 common Mis-Styles of Conflict Resolution to help you become a Better Leader through elevating your Communication.