Ignorance about abuse is a liability.

This course takes us back to Penn State University. You have to realize that while the Sandusky trial was unfolding with a great deal of media coverage, Penn administrators were being informed by a whistleblower that abuse was occurring in the gymnastics program.

You need to imagine these administrators hearing that student-athletes are being hurt, but still not having an effective system to protect their young, vulnerable people or ensure their whistleblower is not penalized for speaking up.

The student-athletes continued to be harmed. 

The coaches fired the whistleblower. 

Penn administrators did not intervene. 

One coach resigned amidst abuse allegations and again Penn is in the media. 

The other coach, months later, was fired due to further abuse allegations and again Penn is all over the media. Now Penn is battling with the whistleblower rather than honouring her for having the selflessness, courage and integrity to speak up about what was happening to students who were being dehumanized.

With an understanding of how harmful it is to individuals and to organizations when dehumanizing occurs, we will look at how it relates to sexual assault. 

The focus will be on Baylor University. Baylor's administrative failure on multiple levels to respond properly to abuse reports, emerges from the normalizing of abuse. Re-education is one of the absolute keys to stopping this broken record of bullying, abuse and sexual assault in our organizations. After losing their jobs to firing and resignation, millions had to be paid to the coach Art Briles and to University president Kenneth Starr.  

Is Everyone In Your Organization Fully Informed and Educated About Abuse?

We can all agree on what is commonly referred to as “old style coaching.”

People say this phrase with a smile and a shake of the head. It conjures up images of Bobby Knight consumed with rage on the sidelines or more recently Mike Rice ranting and demeaning his players at practice. However, the homophobic slurs and misogynistic culture that is linked to "old school coaching" appears to have a strong correlation with sexual assault as we will explore through the case study of Baylor University.

Do we recognize new style coaching and do we understand its value? How would we define new school coaching at university, in high-school sports, in corporate culture?
We can all agree on what is commonly referred to as “old style coaching.”

Not all would agree that the era of bullying coaches must come to an end.

With every story of athletes reporting abusive coaching practices, there are always the staunch defenders who rally to the coach’s defence. And organizations continue to enable and protect coaches who are identified as abusive by players, likewise in the workplace, arts programs, public and private schools.  

Are there solid reasons to replace old style coaching with a new style?

  1. 40 years of psychiatric and psychological research argues long-term damage from bullying and abuse
  2. Many athletes quit sports in their early teens rather than becoming athletes for life
  3. Neuroscientists have evidence on fMRI and MRI scans that bullying damages brains
  4. The Adverse Childhood Experiences study shows direct correlation between all forms of abuse and mid-life health diseases and shortened life span

Four reasons grounded in research, statistics and science.  Maybe it’s time to let our opinions about old school coaching be replaced with more a modern understanding of athletics, education and corporate culture.

How do we transform from an outdated, harmful model to a new one that empowers athletes to achieve their full potential?

First, we need a way for victims to report abuse without suffering any repercussions like loss of playing time, loss of scholarship, removal of position, further targeting, being cut from the team or driven off the team by the creation of unbearable conditions. All of this translates into the workplace.

Second, we need professors, teachers, coaches and administrators to receive the best training in psychology and neuroscience as they have the potential to shape those they lead, and especially our youth to be mentally strong, respectful, empathic, compassionate, high-performing, healthy, team players, disciplined and strong.

Third, we need organizational culture to create a new paradigm that creates time and space for relationships, reflects on abusive, bullying conduct, learns how to respond to reports, offers respect to all in the system, knows that re-education and rehabilitation are key. The new R8 System embraces a modern understanding of empathy and compassion with their power to unleash healthy individual, team dynamics and organizational excellence.
How do we transform from an outdated, harmful model to a new one that empowers athletes to achieve their full potential?

In this course, you will learn about

  • The risk of ignoring whistleblowers and abuse reports

  • How bullying is built on dehumanizing the victims

  • How normalizing the dehumanization of individuals puts the whole organization, including its leaders, at risk

  • Being clear on abuse definitions

  • Recognizing manipulation and educating stakeholders what to watch for

  • The use of doublespeak in bullying and abuse systems

  • Replacing euphemisms with research

Course curriculum

  • 1
    R8 Step 7 Introduction
    • How To Navigate This Course
    • Introduction
    • R8 7 introduction 1
    • R8 7 introduction 2
    • R8 7 introduction
  • 2
    R8 Step 7 Module One
    • R8 7 Module 1: Abuse at Penn State, again?!
    • R8 7 module 1.1
    • R8 7 Module 1
    • R8 7 Module 1 Quiz
  • 3
    R8 Step 7 Module Two
    • R8 7 Module 2: Dehumanizing
    • R8 7 module 2
    • R8 7 module 2
    • R8 7 Module 2 Quiz
  • 4
    R8 Step 7 Module Three
    • R8 7 Module 3: Defining Abuse
    • R8 7 module 3
    • R8 7 module 3
    • R8 7 Module 3 Quiz
  • 5
    R8 Step 7 Module Four
    • R8 7 Module 4.1: Sexual Assault at Baylor University
    • R8 7 module 4 part 1
    • R8 7 module 4 part 2
    • R8 7 Module 4 Quiz on Sexual Assault
    • R8 7 module 4
  • 6
    R8 Step 7 Module 5
    • R8 7 Module 5: Normalizing Misogyny and Homophobia
    • R8 7 module 5
    • R8 7 module 5
    • R8 7 Module 5 Quiz on Misogyny & Homophobia
  • 7
    R8 Step 7 Module Six
    • R8 7 Module 6: Educating Stakeholders is Key
    • R8 7 module 6 part 1
    • R8 7 module 6 part 2
    • R8 7 Module 6 Quiz
    • R8 7 module 6
  • 8
    R8 Step 7 Module Seven
    • R8 7 Module 7: Adverse Childhood Experiences Study (ACEs)
    • R8 7 module 7
    • R8 7 module 8
    • R8 7 Module 7 Quiz
  • 9
    R8 Step 7 Workshop
    • R8 7 Workshop
    • R8 7 workshop
    • R8 7 Workshop
  • 10
    • References


  • Dr. Jennifer Fraser


    Dr. Jennifer Fraser

    Dr. Jennifer Fraser is an award-winning educator and best-selling author on Amazon. Featured in the Huffington Post, National Workplace Bullying Coalition; Toronto Star, Changing The Game Project; National Alliance for Youth Sports; and Edutopia along with many other media outlets and foundations, Jennifer advocates for the rights of students and individuals to learn in an abuse-free environment.

    With a PhD in Comparative Literature from the University of Toronto, Jennifer's development of the R8 System is in response to the devastation of bullying and abuse to organizations. She has a forthcoming book entitled The Bullied Brain: What Neuroscientists Know about Brain Scars and How To Heal Them.