ABSTRACT
Whilst most internal bullying policies recommend that counselling should be offered for targets of bullying and occasionally for the bullies, there is very little in the literature to describe what an appropriate approach or model of counselling might be or, indeed, whether counselling is an effective method for reducing the distress experienced by those involved. This chapter looks at the nature of counselling and what an employee might expect when attending an assessment and counselling session. Whilst there is little objective evidence to show any signifi cant difference in the effectiveness among different counselling models, the important success factors are described. Furthermore, counselling employees distressed by workplace bullying requires the counsellor to understand the nature of the “bullying drama” and the different players involved.
