AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |
Back to Blog
Dealing with office bully redit1/11/2024 Collecting up to ten incidents should provide enough evidence that you are being targeted. Evidence of this will emerge if you document incidents describing the situation, the behavior of bullying, and the consequences. Be sure you are being repeatedly targeted by a bully who has negative intent and demeaning behavior directed to you.Here are some strategic tips for dealing with a workplace bully: It is up to all of us to hire, train and develop people in our companies who will contribute to building a culture of honesty, truth-telling and promise-keeping. We must learn how to hold them accountable. It is too easy to just opt out and hope for the best. Peter Dean, co-author of The Bully-Proof Workplace What is the same in all four types is that they operate under the same desperate need for control based on deep-seated fear and insecurity. The Brute uses aggression and intimidation to force others to acquiesce to his will.ĭealing with each type of bully requires a different approach. The Braggart uses narcissism and a sense of superiority to put others down. The Blocker uses nitpicking, negativity and inflexibility to get his way. The Belier uses slander, deception and gossip to manipulate her outcome. We have identified four types of bullies: He continually tells us how smart he is and yet blocks truthful commentary. A bully shows no remorse for lying with his grossly misleading and puffed-up statistics, even when corrected. Any indications of respect are observed as mechanical gestures without much sincerity. The bully expects his audiences to stay and listen, but he doesn’t appear to respect them. Their monologues are usually intended to put down a person, a practice or a policy. Bullies hardly offer any guidance or inspiration. The gruffness of a bully’s language offends our desire for civil discourse and reasonableness in communication. Bullies create a hostile work atmosphere, which in turn spawns a negative workplace culture. It is offensive and oppressive in an organization. He seldom feels guilt or remorse and is unaware of how he makes others feel. Usually a bully abuses power that is gained or given to him. Bullies lie, obstruct the truth, boast about their supernormal abilities or accomplishments, whether true or not, and say and do things impulsively. The Bully-Proof Workplace provides the critical insight and practical tools to successfully combat the behavior of the bully, as these office sociopaths can make their coworkers miserable, which in turn can bring down morale, creativity, productivity and profitability.īullying is the repeated attempt to demean, diminish, defame, dominate or coerce others until they give up their point of view. We have observed that dealing with bullies is a skill that has to be learned, and although we may not be able to change the bully, we can and must change our approach to dealing with him. Over the three decades we have spent as executive coaches, we have learned that what executives say and do, and how they say and do it, matters to the culture and productivity of their organizations and to their relationships with others. In a 2011 Monster Global Poll, 64 percent of 16,517 workers worldwide answered ‘yes’ to the question “Have you ever been bullied at work?” Of those surveyed, 83 percent of European respondents reported being the victims of workplace bullying, along with 65 percent in the Americas and 55 percent in Asia. Workplace bullying is not just an American epidemic, however it’s a global phenomenon. The results revealed that more than one in three-35 percent-of Americans have experienced bullying at work. In August 2010, the Workplace Bullying Institute commissioned Zogby International to conduct a national survey on the prevalence of on-the-job bullying. There is a proliferation of bad behavior in the workplace.
0 Comments
Read More
Leave a Reply. |