The point of gaslighting is to instill self-doubt, so when an employee has the courage to come forward to share their experiences, leaders must start by actively listening and believing them. The employee may be coming to you because they feel safe with you. Their manager might be skilled at managing up, presenting themselves as an inclusive leader while verbally abusing employees. Or they may be coming to you because they feel they’ve exhausted all other options.
Do not minimize, deny, or invalidate what they tell you. Ask them how you can support them moving forward.
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Gaslighting is a form of psychological abuse where an individual tries to gain power and control over you.
They will lie to you and intentionally set you up to fail. They will say and do things and later deny they ever happened. They will undermine you, manipulate you, and convince you that you are the problem.
Here are some potential warning signs:
Focuses on helping another person learn in ways that let him or her keep growing afterward.
Its purpose is to increase effectiveness, broaden thinking, identify strengths and set and achieve challenging goals.
It is based on asking rather than telling, on provoking thought rather than giving directions and on holding a person accountable for his or her goals.
Gartner analysis shows that 46% of the workforce is projected to be working hybrid in the near future for midsize companies. Employees will have more choices about where, when, and how much they work.
In the past, managers used to be selected and promoted if they were able to manage and evaluate the performance of employees. Now managers are increasingly hired based on their ability to be great coaches and teachers.
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