Coaching practices for How to Cope with Bullying at Work
Describe almost anything you are working through and IX Coach finds the practices whose real-world fit is closest. For How to Cope with Bullying at Work, these are the strongest matches in the current practice library.
Does this sound like the set of challenges you might be facing?
- I’ve told my people a hundred times they can disagree with me, but they still don’t
- I could list ten things that went wrong at work today without blinking but I’d struggle to name one that went right
- My boss keeps checking in and hovering over my work, and it makes me feel untrusted
- I keep taking my boss’s frustrating decisions personally, like they’re just choosing to make my life harder
- There’s one person on my team everyone’s decided is just a complainer, and I keep noticing they’re actually pointing at the thing nobody wants to face
Practices that may help
- Teach speak-up skills, not just encourage speaking up
Give team members specific language for raising concerns, not just permission to raise them.
Psychological Safety in Teams - Apply three good things to work contexts specifically
Use the exercise to rewire what you notice about your work day — contribution, competence, and collaboration.
Three Good Things: The Evidence-Based Gratitude Practice - Send proactive, brief status updates
Update your manager on important work before they ask — in the format and frequency they actually want.
Managing Up: Practical Skills for Working with Your Boss - Understand the constraints your manager operates under
Ask about the pressures and constraints your manager faces — then factor them into your expectations and requests.
Managing Up: Practical Skills for Working with Your Boss - Give voice to those with uncomfortable perspectives
Actively surface and protect the dissenting or marginal voices the system wants to silence.
Adaptive Leadership, Made Practical - Ask the workability question
Ask "is what I am doing working?" — not "is it right?" but whether it is moving you toward the life you want.
Emotional Agility, Made Practical - Graduated anger inoculation (stress inoculation exposure)
Practice coping with anger in imagination — from mild triggers to intense ones — before you face them live.
Novaco Anger Management, Made Practical - Show up for the person, not just the deliverable
Acknowledge what is happening in someone’s life when it is clearly affecting them — before addressing the work.
Caring Personally: The Foundation of Radical Candor - Coping Questions
When things seem terrible, ask how the person is managing at all — acknowledging and excavating their resilience.
Solution-Focused Brief Therapy: Building On What Works - Give and receive feedback with courage
Sit on the same side of the table: feedback as a shared problem, not an attack.
Daring Greatly, Made Practical
Related concerns
- How To Cope With Workplace Bullying
Give team members specific language for raising concerns, not just permission to raise them.
Teach speak-up skills, not just encourage speaking up
- How To Address Bullying At Work
Give team members specific language for raising concerns, not just permission to raise them.
- How To Cope With Unfair Treatment At Work
Apply the same standards of fairness to yourself that you would to someone you respect.
Be Fair: include yourself in the fairness you extend to others
- How To Deal With Bullying At Work As A Manager
Update your manager on important work before they ask — in the format and frequency they actually want.
Send proactive, brief status updates
- How To Handle Bullying In The Workplace As A Manager
Managing up means proactively understanding your manager’s priorities, communication style, and constraints — then adapting how you work and communicate to make the partnership effective. Done well it is collaborative rather than manipulative: it reduces friction, builds trust, and creates space for greater autonomy. The evidence base is primarily organizational behavior research on leader-member exchange and practitioner consensus.
- How To Handle Workplace Bullying As A Manager
Managing up means proactively understanding your manager’s priorities, communication style, and constraints — then adapting how you work and communicate to make the partnership effective. Done well it is collaborative rather than manipulative: it reduces friction, builds trust, and creates space for greater autonomy. The evidence base is primarily organizational behavior research on leader-member exchange and practitioner consensus.
Describe your situation in your own words to search the complete practice library.