Brainswitch’s Post

💡 Gaslighting at Work: Don't Be a Victim 💡 What is Gaslighting? Gaslighting is emotional abuse where someone makes you question your own sanity. At work, this can look like: ❗A boss denying they ever made a promise. ❗A colleague taking credit for your work. ❗Being publicly criticized without support. Signs of Gaslighting: 😑 You constantly feel confused and unsure of yourself. 😑 You're afraid to speak up or disagree. 😑 You feel like you're walking on eggshells. How to Deal with Gaslighting ☝ Document everything: Keep records of interactions with the gaslighter. ☝ Get support: Talk to trusted colleagues or HR. ☝ Confront (if safe): Clearly state the situation and how it makes you feel. ☝ Maintain your confidence: Don't let them make you doubt yourself. ☝ Leave if necessary: Your well-being is more important than your job. ❗ Remember, gaslighting is abuse. Don't be afraid to take action.❗ https://lnkd.in/dqxB-TC2

Loving an emotionally avoidant partner can be frustrating when you don’t know how to approach the issue in a way that respects both partners' boundaries and communication styles. This emotional response often stems from childhood neglect and not having emotions validated. It’s not a sign of not caring; it’s about survival. But in relationships, it can create distance and make both partners feel disconnected. Needing space can be a healthy coping mechanism, allowing someone to calm down and return to a conversation more grounded. However, avoidance as a pattern—shutting your partner out or using the silent treatment—can become emotionally abusive, harming the relationship. If avoidance feels harmful, it’s okay to set boundaries and advocate for yourself. Healthy relationships require mutual respect and effort. Here are a few ways to gently encourage an emotionally avoidant partner to open up: 1. Avoid labeling them as “cold” or “difficult.” This is often a protective mechanism. Remind yourself: "This isn’t about me—it’s about what they’re carrying inside." 2. Replace assumptions with curiosity: Instead of jumping to conclusions, approach with genuine curiosity. Ask, “I noticed you’ve been quiet. What’s been on your mind?” or “Can you help me understand your perspective?” 3. Speak their language of safety: Actions speak louder than words. Create safety by staying calm and offering small gestures of care—like offering them something to drink or sitting with them in silence. 4. Focus on connection first: Avoid offering advice too soon. Simply say, "I know this might be hard, and I’m here." Rebuild the connection before any correction. 5. Practice patience and consistency: Emotional avoidance takes time to break through. Celebrate small steps towards openness. Remind yourself, "This is a journey, not a race." Supporting an emotionally avoidant partner isn’t about changing them—it’s about creating a secure space for them to share in their own time. But always recognize when avoidance crosses into harmful territory. Healthy relationships are built on mutual respect and communication. #traumainformed #emotionalintelligence #Healthyrelationships #relationshipcoach

What does a lack of psychological safety look like? It's more than just a buzzword in therapy and corporate culture. Which is why it's important to know what it really looks and feels like in our daily lives and relationships: 🗣️ You're hesitant to speak up 🚫 Your ideas and feelings are dismissed 🧐 Mistakes are met with blame and shame 🚷 There's a lack of trust and openness 📉 Negative feedback outweighs the positive 🚨 Your boundaries aren't respected 💔 You feel undervalued or expendable If these signs resonate with you, it may be time to reflect on the changes you can make, which is really to: Address these issues head on OR, Seek a space that better honors your wellbeing. Both aren't easy. But sometimes, they're necessary.

Building emotional support and psychological safety for your employees is a task that will require your entire organization to be on board. Guide your team when emotional intelligence, assertive communication, and motivation are needed to overcome day-to-day challenges. Learn more on how you can protect your team's emotional well-being: https://buff.ly/44kxbEc #MentalHealth #EmployeeExperience

Being honest to yourself, having a clarity on yours emotions can help you create a meaningful and positive changes at work. #workculture #emotionalagility #thrivingatwork #wellbeingatwork #effectiveculture #abilitytothrive #askingquestions #stayingflexible #open #emotionallabour Let’s explore some psychological safety behaviours that can help in maintaining emotional agility at work Acceptance Curiosity Showing up Courage Compassion May be we can discuss about the ways to reevaluate our behaviours that let’s us stay psychologically safe or make us emotional labours? I’m on it, be that No.1 to comment 😂

Day 32 of 90: Positive Mental Attitude Series 🏢 Today, we’re tackling office politics. Navigating workplace dynamics with a positive mental attitude can help you rise above negativity and maintain your integrity. Focus on building genuine relationships, staying solution-oriented, and refusing to engage in gossip or drama. 🌟 A positive approach not only protects your peace but also builds trust and respect among colleagues. How can you contribute to a healthier work environment today? For more inspiration, visit garyglass.us/nhi #NapoleonHill #clionaohara #OfficePolitics #StayPositive #PositiveMentalAttitude #GaryGlass

THE #1 Work Conflict my clients report is... Intergenerational miscommunication. Let's talk about it. This often takes the form of inadvetent comments, standards, or expectations that align with outdated work place cultures, policies, and practices. Did you know that you can consciously or unconsciously pass down intergenerational trauma in the work place? This happens when a negative, toxic, or abusive set of work circumstances or conditions is communicated as the: 'Norm OR a 'Right of Passage' OR Required in order to prove you... 'Have what it takes to make it' AND it's not okay. Reconciling this does not start with shaming and blaming. It starts with... 1) Having the difficult conversations, both 1-on-1 and is groups. 2) Validating everyone's previous experiences. 3) Identifying the source of the negative belief, experience, and naming the trauma attached. 4) Consciously dismantling work systems that support passing on intergenerational trauma. 5) Collaborating on a path forward for everyone that values and acknowledges past negative experiences while building better models for the modern workplace.

"THAT'S NOT HOW I REMEMBER IT!" Ahhh, toxic amnesia. A favorite, go-to, highly destructive method that abusive bullies use to enhance their crazy-making efforts. Toxic amnesia happens to be a fantastic gaslighting tactic which, once again, allows bullies to escape accountability. They are fantastic escape artists - GROSS! Download this FREE guide to find out if you are the Target of a workplace bully: https://lnkd.in/ekA-ners Bullies and dark triad personalities are the bottom-feeders of society and are intent to make you as miserable as they are. Please make sure you have trusted individuals who can support you by offering a listening ear so you can speak to them about what is happening to - it is critical that your experiences and feelings are validated. Bullies WILL make you feel like you're going insane because of their TOXIC AMNESIA coupled with their highly-effective gaslighting campaign. Please reach out to WBP for support! You likely need support navigating this toxic, abusive dynamic and I can help you, just as I've helped hundreds of people around the globe get to safety. ☑Schedule a free discovery call with me to learn how I can help you: https://lnkd.in/gD7jr78t ✅Find out today if you are the Target of a workplace bully by downloading this FREE guide: https://lnkd.in/ekA-ners Here is what ONE person said about my work: ⚡“I wanted to take a moment to express my heartfelt gratitude for your invaluable guidance and support during our recent coaching session. The 1:1 session left me feeling equipped to navigate the obstacles I am facing and helped me see possibilities that I hadn't considered before. Your genuine interest in my growth and well-being has been a reminder that there are individuals who truly care about the success and happiness of others. I am committed to applying your guidance to navigate this path with renewed confidence and resilience.” ~Consultant Be kind, be good...and always keep your head on a swivel - Lauri P.S. Here are additional WBP resources for you to check out! ✅ Visit the WBP website: https://lnkd.in/gv3RY-y7 📧 Email me at workplacebullyproject@gmail.com 📢 Subscribe to Bully-Proof: Truth in Action here: https://lnkd.in/dh3S-YWJ 🔽Access the WBP Online Resource Center, https://lnkd.in/gNRhYfNw

Recognizing a Manipulator: 5 Key Signs Navigating the workplace can be challenging, especially when you encounter manipulative behavior. Identifying the signs early on can help you protect your mental well-being and maintain a healthy work environment. Here are five signs to watch out for: - Gaslighting: Manipulators may twist facts, deny their actions, and make you question your reality, leaving you feeling confused or guilty. - Emotional Exploitation: They leverage empathy, using your emotions like guilt and fear to control your behavior. - Isolating: Watch out for subtle attempts to distance you from your support systems, making you more dependent on them. - Shifting Blame: Manipulators rarely take responsibility, often blaming others, including you, for their problems. - Inconsistent Behavior: They can switch from charming to hostile, leaving you off balance and unsure of where you stand. Being aware of these signs can empower you to address manipulation effectively and maintain a positive, productive work environment. #workplancewellness #psychologicalsafety #leadershipdevelopment #mentalhealthatwork #workplaceculture

I keep encountering resistance to the terms “psychological safety” and “empathy.” When we open the discussion, it often turns out that people aren’t resistant to the concepts, they’re resistant to their interpretation of the concepts. In their mind, psychological safety and empathy equal coddling. And they’re resistant to coddling. Which makes sense. Overprotecting and enabling unhelpful or unhealthy behaviour is rarely helpful. We then need to talk more about what psychological safety and empathy are and aren’t. First, they are not coddling, overprotecting, or enabling. In his book The 4 Stages of Psychological Safety, Timothy R. Clark defines psychological safety as “a condition in which you feel (1) included, (2) safe to learn, (3) safe to contribute, and (4) safe to challenge the status quo – all without fear of being embarrassed, marginalized, or punished in some way.” At the root – you trust that the other person will treat you with respect, no matter what. You can wade into a challenge, strive to meet expectations and be accountable, knowing if it doesn’t go perfectly, you’ll feel respected and supported to evaluate and try again. Having empathy means considering what others are thinking, feeling, and experiencing. It means getting more data about what’s going on in the situation and using that data to make better suggestions and choices. It doesn’t mean coddling, nor should it—empathy needs boundaries and accountability. Psychological safety and empathy aren’t about “being soft” and lowering expectations; they’re about creating the conditions to support people to feel their best, do their best, and as a result, exceed expectations. #psychologicalsafety #empathy #accountability #expectations