In my last blog post I introduced you to why recognizing and stopping gaslighting in the workplace is fundamental to organizational health.
Gaslighting is a destructive force that requires proactive and strategic intervention from executive leaders.
This is the fifth post in a Blog series focused on executive skills needed to build and maintain healthy organizational cultures. This post explore specific tactics that executive leaders can use to effectively interrupt and stop gaslighting within their organization.
One challenge that demands a decisive response is the insidious practice of gaslighting. Recognizing the detrimental impact on individuals and the overall workplace culture, executive leaders must proactively implement strategies to interrupt and prevent gaslighting.
Here are specific tactics informed by mental health professionals and current organizational research:
Foster Open Communication: Dr. Robin Stern, a leading expert on gaslighting, emphasizes the importance of fostering a culture of open communication. Encourage employees to express concerns without fear of retaliation. Stern states, "A workplace where people feel heard is less likely to breed gaslighting behaviors" (Stern, 2019).
Establish Clear Policies: Clearly articulate the organization's stance against gaslighting in workplace policies. Dr. Stephanie Sarkis, a renowned therapist, advocates for setting clear expectations, stating, "Having policies in place sends a message that gaslighting will not be tolerated" (Sarkis, 2018).
Provide Training on Gaslighting Awareness: Offer training programs that raise awareness about gaslighting, its manifestations, and its impact. McKinsey & Company emphasizes the importance of education in fostering a healthy workplace (McKinsey, 2020). Training equips employees and leaders to recognize and address gaslighting behaviors.
Encourage Reporting Mechanisms:Create confidential reporting mechanisms for employees to safely report instances of gaslighting. Dr. George Simon, a clinical psychologist, highlights the significance of providing channels for victims to seek help (Simon, 2018).
Model Healthy Communication: Lead by example. Demonstrate transparent and empathetic communication in your leadership style. Dr. Stern affirms, "Leaders who embody healthy communication set the tone for the entire organization" (Stern, 2019).
Address Gaslighting Incidents Promptly: When gaslighting is identified, address it promptly and directly. McKinsey emphasizes the importance of swift action to maintain a positive workplace culture (McKinsey, 2020).
Cultivate a Supportive Environment:Create an environment where employees feel supported. Dr. Sarkis stresses, "A supportive workplace is a resilient one. Leaders must foster a sense of community and care" (Sarkis, 2018).
Collaborate with Mental Health Professionals: Partner with mental health professionals to provide support for affected individuals and to educate the workforce on mental health. Collaborative efforts reinforce a commitment to employee well-being.
Promote Psychological Safety: Emphasize the importance of psychological safety in the workplace. Research indicates that teams with high psychological safety are more innovative and perform better (Edmondson, 2019).
Regularly Assess Organizational Health: - Regularly assess the organizational health to identify potential issues before they escalate. McKinsey's research underscores the need for ongoing evaluation to maintain a positive workplace environment (McKinsey, 2020).
Gaslighting is a destructive force that requires proactive and strategic intervention from executive leaders. By implementing these specific tactics informed by mental health professionals and organizational research, leaders can create a workplace culture that rejects gaslighting, prioritizes employee well-being, and fosters a positive and resilient organizational climate.
Resources
McKinsey & Company. (2020). Organizational health: A fast track to performance improvement. Retrieved from https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/organizational-health-a-fast-track-to-performance-improvement
Sarkis, S. (2018). Gaslighting: Recognize Manipulative and Emotionally Abusive People - and Break Free. Hachette Books.
Stern, R. (2019). The Gaslight Effect: How to Spot and Survive the Hidden Manipulation Others Use to Control Your Life. Harmony.
Simon, G. K. (2018). In Sheep's Clothing: Understanding and Dealing with Manipulative People. Parkhurst Brothers, Incorporated.
Edmondson, A. (2019). The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth. Wiley.
Kommentit