Archive for April 2012
Last weekend I was joyfully out taking photos with my Nikon and attached 70-300 “long” lens. If you’re familiar with this camera and lens combination, you’ll know that the total weight is almost 1 ½ pounds. About to drive to a new photo op, I got into my driver’s seat, and lifted the camera off from around my neck by the strap. But it didn’t go. That lug of a contraption swung back toward my chest and as I lifted the strap I chunked myself right under the chin. It snapped my jaw shut and sent my upper teeth right through my bottom lip. Aye yi yi! That hurt!
“Crud!” O.K., that’s not really what I said, but you get the gist. I had no time to waste so I sucked it up (blood included) and continued on my journey. Fortunately, I was headed to an ice rink. Great! I could get ice on my lip. No, not from planting myself face down on the skate surface! I went to concessions and asked for ice in a napkin. Clearly the vendor had seen his share of rink accidents; he pulled out a baggy instead and filled it up. Ahh, relief. I was mortified though. My lip was swelling and I resembled a cowboy with a mouthful of chewing tobacco. To my utter horror, the area below my lip was taking on a deep purple hue. And I had tickets that night to the theater with a four star dinner beforehand.
I readied myself with one liners for each time I had to explain to someone what happened to my lip. I just knew people would goggle and stare. “What happened to YOU?” they’d say. I’d hear it over and over again.
But I didn’t. In the week’s time that it took for the swelling to subside and the bruise to fade, not one person asked how I’d been hurt. No one asked if I was O.K. No one said a thing. Certainly it can’t be because they were worried about embarrassing me more regarding my lack of grace and coordination.
Ah, the irony.
In training, I dialogue with managers and employers about the importance of asking if someone is O.K. The managers and I spend a significant about of time on skill practices and the pros and cons of various dialogues and questions to ask employees. Like does the person need assistance finding resources, would they like help getting out? People who are victims of abuse need to know someone cares and they are achingly waiting for someone to reach out and offer an ear of concerned listening.
I’m really lucky; it was my own klutziness that decorated my face with a fat lip. But what if that wasn’t the case? Go back to my most previous blog Six Steps to Safe Environments to Ask For Help and read up on talking to someone who is a victim of abuse. It can make a word of difference to someone.
As for me, my lip is healed, but my pride still hurts. Maybe I should go back to my little pocket camera.
camera · Coaching · collaboration · consulting · depression · domestic abuse · Domestic Violence · domestic violence in the workplace · employees · Nikon · personal safety · team work · training · violence
When the Human Resources manager called to describe the female employee’s resistance to discussing the abusive husband who kept showing up at the workplace; making his presence in her life achingly obvious with emails, phone calls and stake-outs in the parking lot.
“She won’t talk with me.” said the manager. “She clams up.” They asked me to meet with the woman on their behalf, thinking that a neutral outsider could encourage her to help.
So we sat down, the Human Resource manager, the employee and me. And that’s where I got my big surprise. The manager barked an order at the woman that she “has to” meet with me. The tone of her voice was angry, and insistent as she gave her a directive, “You will talk with Ms. Angelo until she says you can go!” Ouch. Quite frankly that answered a lot of my questions as to why this woman was so reluctant to talk.
When you are a domestic violence victim, discussing the dynamics of your relationship is very, very complex. We have written about that in other blogs. Let’s focus now on how to create safe environments to ask for help for victims of domestic violence.
1. Start with your room environment. Invite the employee to talk with you in a place that’s quiet and not where everyone can see you talking. Have water and tissue boxes available on the table. (Some say you should not hand a tissue to someone crying as it sends a subliminal message that they should stop. Instead ensure they can easily reach tissues on their own).
2. Be an “active listener.” This sends the message that you are genuinely interested and respect what they have to say. Give your full attention and comment on what you think you heard. If you did not understand what was said, ask for clarification. Ask open ended questions that do not convey judgment. For example you can ask, “Could you tell me more about that?”, “What do you mean he has a temper just like his father?” “What happened next?” “Would you like help getting out?” “May I give you a list of resources and phone numbers?”
3. Be positive and have an upbeat tone of voice. No one likes to listen, or open up, to someone who is grumpy; smile. Show enthusiasm and be positive when having conversations with victims or suspected victims. I am not saying that you should make light of their trauma. Just don’t wallow in it either. Empathy not sympathy. Maintain eye contact without staring. Nod occasionally and lean forward slightly.
4. Offer guidance that addresses the person’s problem, behavior, or concern. Do not criticize for wrong or bad behavior; instead develop an action plan to help the victim (or offender) change the situation that’s unsafe and/or affecting their work. Talk about strategies they can use in difficult situations. Discuss hypothetical scenarios such as what he/she can do if they are in an unsafe situation and hopefully avoid getting into dangerous situations. Remember though, this is based on offering resources, like shelter information, hot-line phone numbers and your Employee Assistance Provider (EAP). It is not to suggest you act as their therapist.
5. Maintain and enhance self-esteem and self-respect. People with positive self-esteem are more likely to reach out for help and accept the help that is offered. Where victims are concerned try to remember that the batterer, or offender’s, greatest ally is to minimize and strip their victim of self-worth. Most victims have been told so often that they are unworthy that they’ve come to believe it. You can help replace lost self-esteem.
6. Know your limitations. The reason clients seek me out for domestic violence training, is that it raises Domestic Violence Intelligence. Know that there are times that a subject matter expert can ensure you address the situation correctly and help safeguard your from making a mistake that could violate compliance or land you in hot water. If you are attempting to get your employee to seek help from experts, be the first to set an example and seek help yourself.
active listener · Coaching · depression · domestic abuse · Domestic Violence · domestic violence in the workplace · Domestic Violence Intelligence · domestic violence prevention · Employee Assistance Provider · employees · employer · human resources director · management training · personal safety · Safe · self-esteem · Sought-after · stress in the workplace · Supportive · Therapist · training · violence