Say the word “bully,” and most people imagine a childhood playground and stolen lunch money. As traumatic as childhood bullying can be, the realm of workplace bullying is fraught with sentiments, including the suffering experienced by targets, the defensiveness of abrasive leaders (the bullies), the eroding of employees’ motivation and organizational productivity and the anxieties of organizations that employ them.
As an executive coach on the front lines of workplace bullying, I am sad to see the suffering and confusion it causes. I am hopeful we can acknowledge and abandon our limiting beliefs that “bullish” bosses or employees must ONLY be terminated.
I do not use the term ‘bully’ when referring to these interpersonally destructive individuals, for it implies intent to harm. We may cause suffering to others intentionally or unintentionally, and we may or may not be aware of the impact of our words or actions. So to automatically label an aggressive personality style as a “bully” implies that she/he intended to cause harm, and thus must be fully aware of the impact of their hurtful behavior.
Instead, I refer to these individuals who are charged with authority over others, abrasive leaders, or abrasives, a term describing only the effects of their behavior, without inferring cause. We know that abrasive leaders rub their co-workers (whether subordinates, peers, or superiors) the wrong way. We do not necessarily know the facts of why. This definition also includes professionals such as physicians, attorneys, dental providers and academics; who may not have direct management responsibilities, but who still wield authority over others and can be used with abrasive employees that do not have managerial authority.
Workplace bullying represents a form of interpersonal workplace mistreatment that is destructive not only to targets but also to the organization within which it occurs. Consequently, organizations must engage in efforts to prevent and address the occurrence of workplace bullying. Strategies include:
- Development Of A Zero-Tolerance Policy On Workplace Bullying
- Regular Anti-Bullying Training And Sessions For All Workers
- Utilizing Systems Designed To Effectively Manage Workplace Conflict
- Cultivating A Code Of Conduct
I would ask readers to imagine workplaces where employers have declared all employees shall be provided with physically and psychologically safe work environments. These employers do their best to hire technically and interpersonally competent individuals who are both productive and treat others with respect. Because these employers lack magical powers to predict who might display abrasive behavior during work, they are alert for any reports of disrespectful conduct voiced by employees and do not hesitate to take these negative perceptions seriously. These employers do not wait to intervene until a formal complaint is filed, but instead proactively respond to any threats to a respectful work environment. They understand that they must manage not only technical performance but also interpersonal conduct. This strategy involves intervention, prevention and organizations (dental practices) seeking out coaches specially trained to work with abrasive leaders.
We can all be abrasive at different times and under different circumstances. Only by maintaining an objective stance and working hard to accurately take the perspective of all parties involved in the phenomenon of workplace bullying can we hope to discover practical ways to address the symptoms with real solutions.
Kristine A. Berry
Love To Go To Work
No Bullies, No Babies, only Best Practices