The Business Exchange Bath & Somerset Issue 15: Spring 2020 | Page 34

BUSINESS ADVICE Managing with the brain in mind: The neuroscience behind workplace conflict “We all have to put up with the general rough and tumble of worklife, don’t we? How could she accuse me of bullying her?!” Victoria, a manager in a software company, couldn’t believe that a member of her team, Sarah, had lodged a bullying complaint against her. But for Sarah, the picture was a different one. “It’s like Victoria wants to make me feel bad the whole time. She purposely belittles me; she changes the goal posts constantly; she micro-manages my work; she keeps herself aloof from me; and then she treats my colleagues better than me!” Describing this scene from her work as an accredited Workplace Mediator, Arabella Tresilian reflects that the situation is not uncommon, and arises partly from our not understanding the brain-based factors that make employees feel safe and valued in the workplace. According to neuroscientist, Paul Gilbert, our brains have three emotional regulation systems which need to remain in a healthy balance for us to stay productive: • Drive: motivates us to seek fulfillment and reward • Soothing manages distress; promotes bonding and trust • Threat: alerts us to danger; activates fight-or-flight Sarah’s ‘Threat system’ had gone through the roof. Why? According to business consultant and author, David Rock, the brain needs five factors to feel safe and productive in work - and Victoria had inadvertently gone against these factors, leading Sarah to feel highly threatened. The five brain-friendly factors have the acronym SCARF: • Status: “She purposely belittles me.” • Certainty: “She changes the goal posts constantly.” • Autonomy: “She micro-manages my work.” • Relatedness: “She keeps herself aloof from me.” • Fairness: “She treats my colleagues better than me.” Working through a mediation process, Victoria shared her shock at the bullying complaint, and was able to learn how Sarah experiences the SCARF factors. As a result, Victoria offered in future: • to acknowledge Sarah’s contributions to the team (Status) • to give a clear brief and stick to it (Certainty) • to respect Sarah’s ability to make decisions (Autonomy) • to be more open with Sarah about her own frustrations (Relatedness) • to ensure she explained if it seemed she was giving preferential treatment to a colleague (Fairness) Sarah’s contributed to the mediation agreement by deciding to work on maintaining a healthier ‘Soothing system’ by taking regular breaks and more readily accepting help on projects from colleagues. Sarah dropped the bullying complaint and the two colleagues later reported a much more fulfilling working relationship. [email protected] Arabella Tresilian Arabella Tresilian is fully accredited as an independent workplace mediator by the Centre for Effective Dispute Resolution. For more info: www.arabellatresilian.com A ‘green shoots’ workplace law practice We’re supporting business start-ups through to established prominent employers. Our expertise in employment law supports growth, stability and employee well-being at work. Why instruct us? • A broad, yet detailed vision of workplace issues and relations - we are true experts • Support from an experienced employment lawyer • Access to our expertise outside office hours • No charge for initial consultation - our fees are also reasonable 4 Queen Street Bath, BA1 1HE • 24/7 access to information about your case 01225 904689 • Strength when you need it, and formidable disputes experience to protect you • Employment Lawyers www.gryphonblack.com [email protected] No ivory towers - just a different set of values to benefit clients Also at Chancery Lane (London), Canary Wharf (London), Windsor, Cheltenham, Exeter 34 www.tbebathandsomerset.co.uk